User Tools

Site Tools


start

Differences

This shows you the differences between two versions of the page.

Link to this comparison view

Both sides previous revision Previous revision
Next revision
Previous revision
start [2020/01/10 21:06]
jack
start [2020/07/06 19:07] (current)
jack
Line 1: Line 1:
- ​~~NOTOC~~+It is the time to end basic injustice and basic discrimination,​ a message from OPSEU and LOCAL 244 
 +  
 +====== Black. Lives. Matter. ====== 
 +{{:​blm_racialized_workers.png?​nolink&​200|}}
  
-**Heads-Up – General Membership Meeting -- Early Notification**+====== We must end this struggle together ======
  
-====== ​February 3, 2020 ====== +====== ​Anti-Black Racism On-line Teletown Hall: July 7 ======
-====== three General Membership Meetings,  ​======+
  
-\\ 
-****Davis Campus**** \\ 
-11:00 a.m.\\ ​ 
-Room B106\\ 
-\\ 
-****HMC****\\ ​ 
-1:00 p.m.\\ 
-Room A329\\ 
-\\ 
-****Trafalgar****\\ 
-4:00 p.m\\ 
-Room G406**\\ 
-\\ 
-In these meetings, we will present the Local’s Annual Budget, including a vote on whether to raise individual local dues by $5.00 for ‘work-stoppage’ contingencies,​ Delegates to Provincial Meetings and Trustee Nominations,​ as well as Provincial Activities Updates.\\ 
-\\ 
-There are a number of provincial challenges and initiatives that have been launched since the Strike of 2017 and the release of the Kaplan Award. These were all documented in my previous mail outs at that time. There were some updates in my last mail out, and they were posted to our website. Below you will find a comprehensive set of updates on the work of our Divisional Executive. These issues, if not resolved, will no doubt become part of our bargaining issues for Bargaining 2021. We will be discussing these ongoing strategies at our General Meetings early in the new year.\\ 
-\\ 
-If you haven’t already sent us your off-campus email address, please do so as soon as possible to: office@local244.ca,​ should you wish to receive timely reports as we head into the Demand Setting year 2020. 
-Your Local Executive Committee hopes that you’ve had a wonderful respite from the rigours of daily duties as we head into the Winter 2020 Semester.\\ 
-\\ 
-In solidarity,​\\ ​ 
-\\                                                                                                          ​ 
-Jack\\ 
-\\ 
  
-====== ​Doug Ford’s Education Agenda ​======+====== ​For OPSEU Staff And Member ​======
  
 +Anti-Black racism is not new. 
 + 
 +The brutality of current events, heightened by social media’s incredible power to share and motivate, has shifted the world into action. Systemic racism is deadly real. It is deeply rooted in a painful history that has disproportionately affected Black communities for generations.  ​
  
-===== Charter Challenges: Cancellation of the College Task Force & Back-To-Work Legislation =====+OPSEU recognizes this and will be a leader in effecting change. We are inviting all staff and members to take part in this important conversation.  ​
  
 +Together we will create real, meaningful change – change that does not leave anyone behind.
 +
 +The town hall will be hosted by well-known personality and anti-Black racism activist Farley Flex, and will feature a panel of OPSEU members – including President Warren (Smokey) Thomas and First Vice-President/​Treasurer Eduardo (Eddy) Almeida – and OPSEU staff.
 +
 +To accommodate different schedules, the town hall will take part in two sessions:
 +
 +• Noon to 1:30 pm EST on Tuesday, July 7
 +• 7 to 8:30 pm EST on Tuesday, July 7
 +
 +All members and staff are welcome to participate in one or both of the sessions.
 +  ​
 +====== How to participate ======
 +
 +
 +There are a variety of ways to participate in either English or French.
 +
 +If you’re an OPSEU member and OPSEU has your up-to-date phone number, all you have to do is pick up the phone. We’ll call you around 10 to 15 minutes before the session starts – just stay on the line and you’ll be connected to the call. (To ensure OPSEU has your most up-to-date number, please call 1-800-268-7376.)
 +
 +Please note: OPSEU staff members will NOT receive one of these calls.
 +
 +OPSEU members and staff can also participate by dialing in directly or over the web. Here’s how:
 +
 +====== English ======
 +
 +
 +• 877-229-8493 (ENGLISH)
 +o ID code: 112847
 +• Web streaming (English, audio-only, closed-captioning is available)
 +o https://​video.teleforumonline.com/​video/​streaming.php?​client=12847
 +
 +====== French ======
 +
 +
 +• 877-255-5810 (FRENCH)
 +o ID code: 117019
 +• Web streaming (French, audio-only)*
 +o https://​video.teleforumonline.com/​video/​streaming.php?​client=17019
 +
 +*Please note that closed-captioning is not available in French. ​
 +
 +====== Panelists ======
 +
 +
 +====== Shauna-Kay Cassell ======
 +
 + ​Shauna-Kay graduated with a MBA in General Management, a graduate certificate in Public Administration,​ and an Honours B.A in Criminology and Political Science. Currently, she works as a Court and Client Representative at the Toronto Superior Court of Justice, writes for online magazines, and serves in community organizations.
    
-It was on June 29, 2018, immediately after he became ​the Premier ​of Ontario, that Doug Ford decided to cancel ​the College Task Force, a committee created ​to address ​and resolve key issues from the last round of bargaining. As a result, ​the members of the Task Force filed a Charter challenge regarding this cancellation on September 52018bringing our Charter challenge count to twoRecall that in 2017, Charter challenge was filed regarding Bill 178, the back-to-work legislationThe injustice of the cancellation ​of the Task Force, which was set up to resolve issues that were not resolved after we were unconstitutionally legislated back to work, is obvious.  +====== Carlotta Ewing ====== 
-Both of these charter challenges continue to work their way steadily through the courts. Affidavits ​and replies have been filed by both sides, and we continue to meet with our legal teams as we eagerly await dates for next steps.+ 
 +Carlotta is a member from OPSEU Local 228 and currently works as a Court Clerk and Registrar for the Ministry ​of the Attorney General. She strives ​to create opportunities through education that enlighten ​and empower others about the importance ​of tolerance and compassion in the workplace so that things such as homophobiaislamophobiaand systematic racism become unbeknownst ​to places as diverse as the OPS and OPSEU. 
 + 
 +====== Peter Thompson ====== 
 + 
 + Peter has worked as Property Valuation Specialist for 30 years for the Municipal Property Assessment CorporationHe is the current Chair of OPSEU’s Coalition ​of Racialized Workers (CoRW) ​and he has been active within OPSEU in various capacities since 1992 
    
-====== ​Strategic Mandate Agreement 3 Consultation ​======+====== ​Evan Wickham ​====== 
 + 
 + Evan is a Customer Service Representative for the LCBO, President of OPSEU Local 376, and the Region 3 Representative on OPSEU’s Provincial Young Workers Committee (PYC). He is a strong believer of Mahatma Gandhi’s mantra, “The best way to find yourself is to lose yourself in the service of others,” and has applied it to his union activist life for the past five years. ​    
    
-On April 11, 2018, the Ford government announced that 60% (by 2025) of Ontario post- secondary funding would be linked to performance metrics determined by them through the SMA3 process. This is a remarkable jump from the 2-3% proposed by the previous government and raises many concerns for our sector around employment stability and quality of education. ​+====== Andrea McCormack ======
  
-The colleges are expected to have these metrics finalized by Spring 2020 for its implementation beginning ​in the 2020-2021 academic year.+ ​Andrea McCormack is a longtime OPSEU staff member. She is a staff rep in the Hamilton office and is currently temporarily reassigned as an Employment Equity Lead. Andrea also sits on the board of the Coalition of Black Trade Unionists, representing Canada and the Eastern U.S.
    
-The funding will be based on ten metrics – nine that are system-wide metrics and one institution-specific metric for colleges:​\\ ​ +====== Joscelyn Ross ====== 
-1. Graduate earnings\\ ​ +   
-2. Experiential learning\\  + Joscelyn came to OPSEU’s Health ​and Safety unit as a full-time staff member in 2016Before that, he’d been an active OPSEU member since 1990He has served as the local Vice-President at the Roy McMurtry Youth Centre, Vice-chair to the Ministry of Children and Youth ServicesYouth Justice Divisional Health and Safety Committee, and he also proudly represented the members ​on the Anti-Discrimination ​and Systemic Change Committee ​(ADSC).
-3. Skills ​and competencies\\  +
-4. Graduate employment\\  +
-5. Institutional strength and focus\\  +
-6. Graduation rate\\  +
-7. Apprenticeship-related metric\\  +
-8. Innovation: Industry Funding\\  +
-9. Community / Local Impact\\  +
-10. Institution-specific Economic Impact Metric\\  +
-These metrics will be phased in over a three-year period beginning in 2020. In additioncolleges are also required to report ​on faculty compensation ​and faculty workload ​(reporting metrics). These reporting metrics do not affect performance funding.+
  
-Colleges that fail to meet the government set targets around these metrics stand to lose significant portion of their government fundingFurtherthese measures are likely ​to have a negative impact on access ​to education, since students who require more supports aren't likely to be recruited or targeted ​by colleges concerned with meeting government set retention targets (Institutional strength/​focus metric).+====== Farley Flex – moderator ====== 
 + 
 + ​Farley is community-capacity builder, social activist and entertainment industry entrepreneurial pioneerHe is the co-creator of the very successful Just Think 1st anti-violence/​anti-gun violence awareness campaignand the SAY IT LOUD national initiative ​to promote Black Pride and Positive Cultural Identity ​to Black youth funded ​by the Canadian Department of Heritage 
 + 
 +---------- 30 ------------
    
-The implementation of the new SMA3s may result ​in serious change to the mandate of the colleges, and potential violation of the Letter of Understanding in our CA on changes to a college'​s mandate or objects. The DivEx is consulting with the OPSEU Grievance Department on next steps in this area, while continuing discussions about the SMA3s and its impact with Council through EERC. We will keep you posted on further developments as they arise.+====== Being Black in Canada is constant struggle====== 
    
-====== Faculty “Renewal” ======+I don't say this from experience. I say this because of the unspeakably brutal images and news reports we're seeing every day. And I say this because I've always tried my best to be an active listener - and I believe first-person stories and accounts from members, friends, and colleagues.
    
-In February 2019, the MTCU invited the DivEx to a very last-minute consultation on the topic of  +I now know that many of my own life experiences ​and successes - no matter how common and achievable I may have thought them to be for everyone - were born out of privilege A privilege ​that Black people have never known.
-“Postsecondary Education: Sustainability ​and Renewal.” While named “faculty renewal”, the  +
-content of the consultation seemed ​to be related to concerns about the aging PSE workforce  +
-and “pension double dipping”, or in other words, employees who continue to work past 65 and  +
-who also collect pension. In the consultation,​ the DivEx reiterated that this circumstance is  +
-statistically insignificant in the college system. At the same time, we insisted on the value of  +
-employees over the age of 65, and the fact that faculty often need to work later in their lives  +
-because they begin their careers as professors later (on average at age 42)We also made the point that faculty renewal should be based on hiring more entry level faculty, not getting rid of older ones.+
    
-In June 2019, the DivEx met with the Ministry again to offer feedback on their discussion paper on sustainability and renewalWhile we respect the government’move to improve the system, we were deeply concerned by the narrow focus of the MTCU discussion paper. We were also alarmed that the MTCU report stigmatizes older workers. Their focus appeared ​to be on faculty who work full-time while collecting a pensionAs previously mentioned, there are very few members ​in our system who fall into this category. We offered the Deputy Minister our commentsalong with written feedback following ​the meeting, and asked for a meeting with Minister Romano to address any outstanding concerns or questions he might have. To date, we have not received a reply from Romano.+OPSEU has always fought for social justiceIt'a big part of why I am so proud to be President of this great unionOur Black members ​and staff experience racism every day. We are committed to learning from their experiences and storiesand being an active part of the change that is so needed now.
    
-It appears that this entire misguided process ​is the government’s attempt to reverse the elimination of mandatory retirement that was enacted back in 2006All of this is merely a distraction from the real issues facing the post-secondary ​education ​system ​in Ontario. The sustainability ​and renewal ​of post-secondary education would be best achieved through the following key actions:​\\ +This we know: anti-Black racism ​is systemic, deadly serious, and all around us. Black people are being killed in the street, but systemic racism is also killing them in health care and the criminal justice systemIt is failing them in education, social services, and in the hiring practices ​and policies ​of governments and employers
-1. Properly fund the public post-secondary education system.\\ ​ +OPSEU will actBut for that action to be meaningful, we must be thoughtful. We must actively listen to all Black voices in order to learn the truth, and most importantly,​ to understand    
-2. Reinstate the Joint Task Force which has a mandate ​to improve ​the system.\\  +                                                                                                       
-3. Create full-time, ​permanent jobs that support ​the economy and quality education.\\  +We are very aware that silence is not an optionWe will be loud. We see the marches and hear the voices calling for change ​many of those voices belong to OPSEU members and staff. As a union, we are taking ​time for pause and deliberation. We must ensure our next moves benefit Black people and amplify their voiceswhile educating and mobilizing ​the massesWe haven'​t always gotten it rightBut we want to get this right.
-4. Ensure that students have access ​to education, unhampered by funding issues, and recognizing that education is a right.\\+
    
-====== Bill 148 – Kaplan arbitration ======+We are committed to being allies with the Black community and creating real change. We also acknowledge that systemic change requires ongoing work and long-term commitment. OPSEU is taking the lead. We will continue to push to ensure that all Black lives matter. And when I say all Black lives matter, I mean ALL Black lives: female, male, trans, and LGBTQ2+.
    
-In 2017, the Bargaining Team worked toward ​Letter of Understanding that the parties would meet to discuss making ​our Collective Agreement compliant with the at-the-time unfinalized Bill 148 Fair Workplaces, Better Jobs Act. Bill 148 eventually did bring many positive changes for workers in Ontario, including equal pay for contract ​and permanent workersUnfortunately, ​the Ford Government’s anti-worker repeal of Bill 148 with Bill 47 left us with few options ​to try to preserve ​the gains made by Bill 148 in our CA+We will create ​space for conversations and make room to hear from the people who know best what is needed: ​our Black members ​and staff 
 +                
 +In the coming days we promise ​to provide details for our first initiative and continue ​the conversation.
  
-On October 212019, we presented the last two viable issues left after the Bill 148 repeal: vacation pay for partial load faculty and the Employment Standards Act (ESApersonal leaves. In his recent decision, Kaplan did award the explicit inclusion of the ESA leaves into our collective agreement; however, he did not award any additional vacation pay for partial load faculty due to the collective agreement language that states that “A portion of the hourly rate for partial-load teachers is in lieu of vacation pay.” In our next round of negotiations,​ we will need to address this language and continue to fight for fairness for our contract faculty. ​+We stand in solidarity, 
 +  
 +Warren ​(SmokeyThomas 
 +OPSEU President
  
-====== Part-Time/​Sessional Organizing Drive ======+-- 30 --
    
-Several OLRB hearings occurred ​in 2018-2019, where the College Employer Council continued with its relentless delay tacticsOne of the most important topics ​in question ​at these hearings concerned ​who belongs ​to the part-time academic bargaining unitOPSEU argued that all academic duties are relevant, and thus should count towards determining an individual’s employment status. The Council argued ​that only teaching contact hours (TCHshould ​be countedIn late August 2019the OLRB ruled in favour of Council, stating ​that only TCH, and not other academic ancillary duties such as coordination or curriculum developmentwere relevant ​in considering whether an individual falls within ​the part-time academic bargaining unitThis decision was a setback ​to recent arbitration decisionssuch as the Parmar/StLawrence award, that allowed contract ​faculty to combine teaching ​and non-teaching academic ​work to make the case for sessional 12/24 roll oversNonethelessDivEx sought a legal opinion on the implications ​of this OLRB decision which suggests that we still have solid ground to continue arguing ​for all academic work to be considered when determining an employee’s status.+These three words best describe a global community’s feelings of hurt, heartbreak, and frustration ​in response to the recent police-involved and unnecessary deaths of black people in Canada and in the United States.  
 + 
 +Regis Korchinski-Paquet was a 29 year old black woman from Toronto who died on May 272020.  Toronto Police responded to a domestic incident ​where they observed a woman on the balcony of the 24th floor A short time later, Korchinski-Paquet fell and died on the scene.  
 + 
 +George Floyd was a 46 year old black man from Minneapolis who died on May 25, 2020.  While handcuffed and lying face down, Derek Chauvin, a white police officer, kept his knee on the right side of Floyd’s neck for 8 minutes and 46 seconds. ​ Floyd was already unresponsive for 2 minutes and 53 seconds of that time.  ‘I can’t breathe’ were Floyd’s last words. ​ They were reminiscent of Eric Garner’s last words, a black man who died in 2014, when NYPD officer Daniel Pantaleo put him in a chokehold during an attempted arrest. ​ Garner repeated these words 11 times while lying face down on the sidewalk. ​      
 + 
 +Breonna Taylor was a 26 year old black woman and Emergency Medical Technician (EMT). ​ She was killed on March 13, 2020 during a botched raid in her home in Louisville, Kentucky. ​ Breonna was shot at least eight times while asleep. ​ Police were in search of a suspect related to a drug investigation ​who was already in custody.  
 + 
 +Ahmaud Arbery was a 25 year old black man who was killed on February 23, 2020 in Brunswick near Glynn County, Georgia. ​ He was pursued by Travis and Gregory McMichael, two armed white civilians, on a Sunday afternoon while he was doing what he loved – jogging. ​ Gregory, the senior McMichael, used to work for the Glynn County Police Department The accused were arrested 74 days after Arbery’s death and it was predominantly because the video of his death went viral and community members from across the United States condemned the incident. ​     
 + 
 +This is what racism in 2020 looks like.  
 + 
 +The protests in Canada, the United States, and Europe have demonstrated a strong commitment from people of all races and backgrounds to speak out against systemic racism. ​ It is a well-known fact that Black communities in particularare subjected to higher rates of scrutiny ​and incarceration by the criminal justice system The very system ​that is supposed to serve and protect has continuously failed racialized citizens. 
 + 
 +“I am deeply saddened that in 2020, racism and injustice towards the Black community continues to look like this with unnecessary lives being lost” said OPSEU President, Warren ​(SmokeyThomas. ​ “I support the peaceful protests because people understandably want to be heard and they deserve answers ​Strong leaders are those who are willing to sit downlisten and engage ​in difficult conversations because ​that is the only way for meaningful change to happen” he added. ​          
 + 
 +In additionthe COVID-19 pandemic has exposed how Black communities are disproportionately affected on many socio-economic levels. ​ For instance, they are more likely to have lower paying, precarious jobs which are easily subject to layoffs. ​ They are also more likely to suffer from chronic illnesses ​and have higher uninsured rates which limits their access to healthcare. ​ And finallythey are more likely to live in substandard housing or are homeless which makes them more susceptible to infectious diseases.  
 +Living in poverty also makes it difficult to abide by social distancing measures. ​ Many low income families have to rely on one another to help make ends meet.  Many have to go to work even in the absence of any health and safety measures They also have no choice but to pool together resources like sharing cars and living spaces. ​      
 + 
 +MoreoverBlack parents have to sit with their children and explain to them that they may be stopped, arrested or even shot because of their skin colour. ​       
 + 
 +“These are the realities for Black people living in North America today” said Peter Thompson, Chair of OPSEU’s Coalition of Racialized Workers. ​ “Fixing the underlying conditions of systemic racism, all of which date back to when Black people were first brought here as slaves, is the reason for these protests” he added       
 + 
 +To be ‘shocked’ is not enough. ​ To be ‘wowed’ is not a sign of solidarity. ​ To be ‘complacent’ is not acceptable. ​ But more importantlyto remain silent is a condonation ​that basic injustice and basic discrimination towards Black people does not exist. ​ It is time to put an end to this unfair treatment because Black lives matter. ​    
 + 
 +----- 30 ----- 
 + 
 +{{ :​sheridanpride_2020_lowercase.jpeg?​nolink&​400 |}} 
 +On behalf of our Sheridan ​faculty, counsellors and librarians, Local 244 of OPSEU stands in support of our LGBTQ+ community and is proud to be a part of the Pride Month 2020 celebrations. 
 + 
 +As a union, we both believe in and promote equality and a harassment-free work environment,​ along with tackling discrimination in our communities,​ unions and homes. 
 + 
 +The OPSEU Rainbow Alliance arc-en-ciel is an alliance that provides representation and support to our lesbian, gay, bisexual, transgender,​ transsexual,​ intersex, asexual, queer, questioning,​ two-spirited (LGBTTIAQQ2S) members. 
 + 
 +One of Rainbow Alliance’s initiatives is a Safe Schools Campaign where members are working ​to make schools safe and inclusive ​for all and encourages schools to adopt proactive discrimination and harassment policies, along with ensuring inclusive curriculum and positive role models. 
 + 
 +Here at Sheridanwe the faculty, along with ALL members ​of our great Sheridan community, support and uphold the ideals of diversity, equity and inclusion ​for all. 
 + 
 +Happy Pride!  
 + 
 + 
 +OPSEU Faculty Union Local 244 
 + 
 +Sheridan College, Oakville Ontario 
    
-====== ​Freeze Violation on PT faculty ​======+ 
 +For more information on OPSEU’s Rainbow Alliance arc-en-ciel:​ 
 + 
 +https://​opseu.org/​information/​general/​rainbow-alliance-arc-en-ciel-2/​9737/​ 
 + 
 +====== ​Science fiction comes true again ======
    
-Earlier this yearOPSEU filed a freeze violation against George Brown College in response to the College rolling back personal emergency leave days for non-unionized contract facultyGBC did this after we filed the certification application to unionize part-time and sessional faculty, effectively changing their working conditions, claiming that they “had to” due to Ford rolling back workers'​ rights with Bill 47.+March 122020 
 + 
 +I won’t go into the pandemic facts; no doubt you are all keeping informedThere are some good websites below. 
    
-We had a hearing at the Ontario ​Labour Relations Board on October 3, 2019The union'​s position is simple: that although this is a fairly unique set of circumstances in that the employment standards legislation changed twice after the certification application was filed in June 2017the college was nonetheless wrong when it rolled back the personal emergency leave days without seeking the union'​s consent.+ 
 +What might be news for you is that, like Sheridan, all Ontario ​colleges have suspended or strictly curtailed international travelLaurentian University has closed their buildings and put all classes online because one of their professors was found to have Corona virus. Many of my Local President peers from across the province have reported ​that their colleges are making plansor at least opening discussions on possible building closings and online alternatives to save this semester. 
    
-When Bill 148 came into effect January 1, 2018, changes to the Employment Standards Act resulted in enhanced entitlements to all workers, including those in the collegesContract faculty enjoyed those enhancements,​ which the college was obligated to applyuntil Fall 2018, when the government passed Bill 47While the colleges were obligated to apply the enhanced entitlements to the ESAthey were under no obligation to withdraw any of them, and their unilateral exercise of employer discretion in reducing those terms violates the freeze provision of the Colleges Collective Bargaining Act.+ 
 +Your CAAT-A Union communication lines across ​the province are hummingBesides ​the paramount safety concernswe must monitor and plan strategies for the Labour concerns that might arise from modified learning deliveryRM Kennedyour Divisional Executive Chair summed it up succinctly 
    
-We are currently researching cases at Niagara, Fanshawe, and Centennial, where college administrators have unilaterally decided to roll back other enhancements,​ including wages or planned pay increases. In many cases, the colleges continue to assert that they have been directed by Council to enact these punitive measures, while we have made it perfectly clear that the union will consent, if asked, to changes that actually enhance conditions for contract faculty. OPSEU pressed further on the matter, and on November 4, 2019, Ed Ogibowski, Supervisor of the Organizing Unit at OPSEU, sent an official letter to Graham Lloyd, CEO of College Employer Council, shaming the CEC for its unprofessional and unlawful decision to withhold a scheduled wage increase for part-time faculty at Centennial. In addition, he also provides clear written notice to the CEC that OPSEU fully consents to the wage increase. ​ 
  
-We encourage Locals to ask at your Union College Committee meetings, or in any forum where you are meeting with admin at your collegeabout planned or existing rollbacks ​to wages or leaves for contract ​faculty, as well as why they have chosen ​to reduce working conditions. Sheridan has not yet initiated a roll-backbut they have not committed to keeping it so.+Some of the issues we are centering oninclude, but are not limited ​to
 + 
 +- the assumption that faculty have the technological ability or even home infrastructure ​to teach online 
 + 
 +workload tracking 
 + 
 +- intellectual propertyin light of a mass dump of material online 
 + 
 +- sick days for contract faculty 
 + 
 +- complex accommodations for students (with workload implications)
  
-====== Feet on the Ground Program ====== 
    
-The Feet on the Ground program, run by the Workers’ Action Centre, began in February 2019 and will be concluding in November 2019. The purpose of the program is to train participants to develop leadership and community organizing skills. OPSEU sponsored 3 contract faculty (1 GTA, 2 non-GTA) to participate in this program. These members currently teach at Algonquin College, Niagara College, and Humber/​Centennial College. Our participants have successfully held Contract Faculty Info Session presentations at their respective colleges, inviting contract faculty to learn about their rights, and to get the latest update on issues facing precarious workers. As the program begins to wrap up, the DivEx would like to thank our 3 contract faculty for their dedication and courage in participating in this program. It is our hope that they will continue their organizing work at their respective colleges, and that their Locals will continue to support them in their work.  
  
-====== Partial-Load Registry ======+At Sheridan we have started preliminary talks with the College. COVID-19 is the main agenda item at our Union College Committee (UCC) meeting coming up this Monday. I will bring up the pandemic concerns later today with our President and Vice-President Academic with whom I sit on the Senate Executive Committee. I expect that they too are in discussions. 
    
-With the new Articles 26.10 D and 26.10 E language in the Collective Agreement, many colleges did not agree with the Union’s interpretation of how the Partial-Load Registry should be implemented. This led to 3 central Union grievances being filed by OPSEU in Fall 2018. Two grievances were heard by Arbitrator Knopf, and in August 2019, ruled upon. The CEC refused to consolidate the third - and arguably most important - Union grievance, which relates to whether priority hiring is based on individual courses or course bundles. While this Union grievance is still in play, we await a ruling on an individual grievance out of Niagara College that deals with the same question. 
-  
-The first grievance heard by Knopf questions the issue of the Registry itself: who maintains it, what information must be in it, and what information must be shared? The ruling says that the Colleges must maintain the Registry. The Registry must include all courses taught by partial- load faculty as of October 2017, regardless of their status when they taught the course (part- time, partial-load,​ full-time, sessional). In other words, courses that are taught while on part- time status must be recorded in the Registry as well. For courses taught prior to October 2017, the Colleges are not required to import faculty’s teaching history. If faculty can demonstrate that they have taught a specific course prior to October 2017, then it will also count as a previously-taught course in the Registry. ​ 
  
-While the College is responsible ​for keeping and maintaining the Registry, it has no obligation ​to provide the Union with the copy of the RegistryHowever, Knopf strongly encourages the College to provide specific ​information on individual cases when requested by the Union, in order to quickly resolve matters rather than moving through the grievance process+Although I would like to have more information ​for youI felt it important ​to let you know that your Local Union is very concerned and activeI will report back as new information ​surfaces. For sure I will update you on what we learn at the UCC on Monday.
  
-The second grievance heard by Knopf questions whether courses taught by a partial-load member while not in partial-load status should ​have any priority hiring rights. While Knopf stresses the value in hiring ​someone who has previously taught ​the course, she declares that it cannot be possible for someone who is not in the bargaining unit (part-time/​sessional faculty) to gain any type of partial-load rightsEven though a registered partial-load employee who only taught the course as a part-time faculty would have no hiring rights for that courseKnopf emphasizes that it would be prudent for the College to hire that individual over someone else with no course experience+  
 + 
 +Wash your hands, stay home if you’re sick or if you know that you have been in contact with someone who has the virusThese are strange timeswe will adjust.
  
-While this ruling provides some guidance to locals, many nuances still exist, and the full shape of the Registry will be clearer when we get a decision on the so-called bundling question. If your local is seeing a trend in hiring practices that violate the Registry, please let your DivEx member know. 
    
-====== Academic Freedom Grievances – Update ======+ 
 +Some pertinent links: 
    
-The Division currently has 2 strong academic freedom cases scheduled for arbitration. The first, out of Humber College, considers a faculty member’s academic freedom rights in relation to a student’s final grade and the processes by which their final grade is determined. Does the college have the right to unilaterally assign a passing grade, without consulting the professor, even though the student has committed several academic infractions?​ Can the college violate its own Academic Regulations in hopes of passing a student? Does the college have discretion to award a student a passing grade without any clear policy in place to do so? Hearing dates on this case are scheduled into 2022.  
  
-The second case, out of Centennial College, concerns a faculty member’s academic freedom as it relates to professional development activities. In addition, it questions who has the authority to decide academic activities during non-teaching periods and the limits that can be imposed on the employer’s demand to schedule their own activities during 11.08 time. This case was heard on November 7, 2019. +Laurentian Classes Cancellation
  
-The DivEx is continuing to work with OPSEU legal and assisting Locals in putting forth strong academic freedom casesIf you think you may have an academic freedom case, please contact the DivEx immediately so that we can provide you the best support possible+https://www.sudbury.com/​local-news/​covid-19-laurentian-announces-its-cancelling-classes-as-a-precaution-2154599
  
-====== College Employment Stability Committee (CESC) ====== 
    
-Given the Ford government'​s announcement that 60% of post-secondary funding will be linked to performance metrics, the DivEx is suggesting that Locals convene a meeting of their College Employment Stability Committee (CESC) to proactively gather information,​ and plan for mitigating any negative impact to faculty. ​ 
-By starting these conversations now via the CESC process, which is well within the scope of Articles 27 and 28, we stand a chance of shaping the outcomes at our colleges. ​ 
  
-The DivEx recommends CESC rather than UCC as the mechanism for these conversations because of the inherent timelines of the CESC. For example, as per Article 27.05 (iii), if a member of the CESC requests a meeting within 3 calendar days of the CESC process being initiated, the committee shall meet within 7 calendar days to discuss the planned staff reduction, the circumstances giving rise to it etc. Through CESC, these conversations will stay on track, meetings will occur regularly, and we will receive information in a timely manner from our colleges+Live Coronavirus Tracker ​(refresh to update) 
 + 
 +https://​ncov2019.live/​data?​fbclid=IwAR2X53-Ie5Ug2J83b7otMZOVM8rKLiHj_8xjYKJCKjW3n1FNmT-SuEm3Uyc
  
-CESC discussions will also give us the opportunity to ask our colleges about their budgets and how they plan to address this potential funding shortfall. If you are unfamiliar with your college'​s budgeting process, use the CESC meetings to have them explain it. 
    
-====== College Faculty Manual ====== 
-  
-The depth and breadth of knowledge from our Local leaders across the 24 college is immense. This, we have seen in action at our Divisional Meetings and Educationals,​ through the mentorship shared in our Google Groups, and through the committee work that individuals participate in on behalf of the Division throughout the year. What we have lacked is a way to amalgamate and share information about our Division, including useful tools and resources available to locals that new leaders would benefit from. Thus was born the Introduction to OPSEU and CAAT-A manual, or the College Faculty manual for short. The DivEx hopes that this manual will help facilitate new CAAT-A leaders transitioning into their roles by offering structured information about our Division, our members, and the resources available to all Locals. This manual can be used as a quick-access guide for information,​ as a tool for building local capacity, as well as to facilitate internal organizing through member education. 
-  
-This manual is a living document and will be updated annually to reflect the changing landscape of our Division. At the request of the Local, a DivEx member can meet with your local to provide a more detailed walkthrough of the manual. Special thanks to DivEx member Pearline Lung for spearheading this project. ​ 
  
-====== Arising issues on the horizon ======+Ontario Ministry of Health 
 + 
 +https://​www.ontario.ca/​page/​2019-novel-coronavirus 
    
-There are many more issues on the radar that DivEx is aware of and working on, including:​\\ ​ 
-• Reliance on International student enrolment and its implications for faculty\\ ​ 
-• Reclassification of academic work as belonging to support staff\\ ​ 
-• Counsellor jobs being outsourced in the wake of La Cite\\ ​ 
-• A collegial/​shared Governance Symposium\\ ​ 
-• The purchase of union time at the Local level\\ ​ 
-• Identifying key language (with input from staff) that will need to be addressed next round of negotiations.\\ ​ 
-• Proposal to OPSEU on updating the Report on Education as well as an organizing plan leading up to next round of bargaining\\ ​ 
-• Developing updated Building Local Capacity training to be delivered in locals.\\ ​ 
-• Continuing to strengthen our relationship with other unions and labour groups to deepen solidarity across sectors\\ ​ 
  
 +==== Doug Ford’s Education Agenda ====
 +
 +Charter Challenges: Cancellation of the College Task Force & Back-To-Work Legislation\\
 +\\
 +It was on June 29, 2018, immediately after he became the Premier of Ontario, that Doug Ford decided to cancel the College Task Force, a committee created to address and resolve key issues from the last round of bargaining. As a result, the members of the Task Force filed a Charter challenge regarding this cancellation on September 5, 2018, bringing our Charter challenge count to two. Recall that in 2017, a Charter challenge was filed regarding Bill 178, the back-to-work legislation. The injustice of the cancellation of the Task Force, which was set up to resolve issues that were not resolved after we were unconstitutionally legislated back to work, is obvious. \\
 +\\
 +Both of these charter challenges continue to work their way steadily through the courts. Affidavits and replies have been filed by both sides, and we continue to meet with our legal teams as we eagerly await dates for next steps.\\
 +\\
 +==== Strategic Mandate Agreement 3 Consultation ====
 +
 +\\
 +On April 11, 2018, the Ford government announced that 60% (by 2025) of Ontario post- secondary funding would be linked to performance metrics determined by them through the SMA3 process. This is a remarkable jump from the 2-3% proposed by the previous government and raises many concerns for our sector around employment stability and quality of education.\\
 +\\
 +The colleges are expected to have these metrics finalized by Spring 2020 for its implementation beginning in the 2020-2021 academic year.\\
 +\\
 +The funding will be based on ten metrics – nine that are system-wide metrics and one institution-specific metric for colleges:​\\ ​
 +1. Graduate earnings\\ ​
 +2. Experiential learning\\ ​
 +3. Skills and competencies\\ ​
 +4. Graduate employment\\ ​
 +5. Institutional strength and focus\\ ​
 +6. Graduation rate\\ ​
 +7. Apprenticeship-related metric\\ ​
 +8. Innovation:​ Industry Funding\\ ​
 +9. Community / Local Impact\\ ​
 +10. Institution-specific Economic Impact Metric\\ ​
 +\\
 +These metrics will be phased in over a three-year period beginning in 2020. In addition, colleges are also required to report on faculty compensation and faculty workload (reporting metrics). These reporting metrics do not affect performance funding.\\
 +\\
 +Colleges that fail to meet the government set targets around these metrics stand to lose a significant portion of their government funding. Further, these measures are likely to have a negative impact on access to education, since students who require more supports aren't likely to be recruited or targeted by colleges concerned with meeting government set retention targets (Institutional strength/​focus metric).\\
 +\\
 +The implementation of the new SMA3s may result in serious change to the mandate of the colleges, and a potential violation of the Letter of Understanding in our CA on changes to a college'​s mandate or objects. The DivEx is consulting with the OPSEU Grievance Department on next steps in this area, while continuing discussions about the SMA3s and its impact with Council through EERC. We will keep you posted on further developments as they arise.\\
 +\\
 +==== Faculty “Renewal” ====
 +
 +In February 2019, the MTCU invited the DivEx to a very last-minute consultation on the topic of 
 +“Postsecondary Education: Sustainability and Renewal.” While named “faculty renewal”, the 
 +content of the consultation seemed to be related to concerns about the aging PSE workforce ​
 +and “pension double dipping”, or in other words, employees who continue to work past 65 and 
 +who also collect pension. In the consultation,​ the DivEx reiterated that this circumstance is 
 +statistically insignificant in the college system. At the same time, we insisted on the value of 
 +employees over the age of 65, and the fact that faculty often need to work later in their lives 
 +because they begin their careers as professors later (on average at age 42). We also made the point that faculty renewal should be based on hiring more entry level faculty, not getting rid of older ones.\\
 +\\
 +In June 2019, the DivEx met with the Ministry again to offer feedback on their discussion paper on sustainability and renewal. While we respect the government’s move to improve the system, we were deeply concerned by the narrow focus of the MTCU discussion paper. We were also alarmed that the MTCU report stigmatizes older workers. Their focus appeared to be on faculty who work full-time while collecting a pension. As previously mentioned, there are very few members in our system who fall into this category. We offered the Deputy Minister our comments, along with written feedback following the meeting, and asked for a meeting with Minister Romano to address any outstanding concerns or questions he might have. To date, we have not received a reply from Romano.\\
 +\\ 
 +It appears that this entire misguided process is the government’s attempt to reverse the elimination of mandatory retirement that was enacted back in 2006. All of this is merely a distraction from the real issues facing the post-secondary education system in Ontario. The sustainability and renewal of post-secondary education would be best achieved through the following key actions:\\
 +1. Properly fund the public post-secondary education system.\\ ​
 +2. Reinstate the Joint Task Force which has a mandate to improve the system.\\ ​
 +3. Create full-time, permanent jobs that support the economy and quality education.\\ ​
 +4. Ensure that students have access to education, unhampered by funding issues, and recognizing that education is a right.\\
 +\\
 +==== Bill 148 – Kaplan arbitration ====
 +
 +In 2017, the Bargaining Team worked toward a Letter of Understanding that the parties would meet to discuss making our Collective Agreement compliant with the at-the-time unfinalized Bill 148 Fair Workplaces, Better Jobs Act. Bill 148 eventually did bring many positive changes for workers in Ontario, including equal pay for contract and permanent workers. Unfortunately,​ the Ford Government’s anti-worker repeal of Bill 148 with Bill 47 left us with few options to try to preserve the gains made by Bill 148 in our CA. 
 +\\
 +On October 21, 2019, we presented the last two viable issues left after the Bill 148 repeal: vacation pay for partial load faculty and the Employment Standards Act (ESA) personal leaves. In his recent decision, Kaplan did award the explicit inclusion of the ESA leaves into our collective agreement; however, he did not award any additional vacation pay for partial load faculty due to the collective agreement language that states that “A portion of the hourly rate for partial-load teachers is in lieu of vacation pay.” In our next round of negotiations,​ we will need to address this language and continue to fight for fairness for our contract faculty.\\
 +\\
 +==== Part-Time/​Sessional Organizing Drive ====
 +
 +Several OLRB hearings occurred in 2018-2019, where the College Employer Council continued with its relentless delay tactics. One of the most important topics in question at these hearings concerned who belongs to the part-time academic bargaining unit. OPSEU argued that all academic duties are relevant, and thus should count towards determining an individual’s employment status. The Council argued that only teaching contact hours (TCH) should be counted. In late August 2019, the OLRB ruled in favour of Council, stating that only TCH, and not other academic ancillary duties such as coordination or curriculum development,​ were relevant in considering whether an individual falls within the part-time academic bargaining unit. This decision was a setback to recent arbitration decisions, such as the Parmar/St. Lawrence award, that allowed contract faculty to combine teaching and non-teaching academic work to make the case for sessional 12/24 roll overs. Nonetheless,​ DivEx sought a legal opinion on the implications of this OLRB decision which suggests that we still have solid ground to continue arguing for all academic work to be considered when determining an employee’s status.\\
 +\\
 +==== Freeze Violation on PT faculty ====
 +
 +Earlier this year, OPSEU filed a freeze violation against George Brown College in response to the College rolling back personal emergency leave days for non-unionized contract faculty. GBC did this after we filed the certification application to unionize part-time and sessional faculty, effectively changing their working conditions, claiming that they “had to” due to Ford rolling back workers'​ rights with Bill 47.\\
 +\\
 +We had a hearing at the Ontario Labour Relations Board on October 3, 2019. The union'​s position is simple: that although this is a fairly unique set of circumstances in that the employment standards legislation changed twice after the certification application was filed in June 2017, the college was nonetheless wrong when it rolled back the personal emergency leave days without seeking the union'​s consent.\\
 +\\
 +When Bill 148 came into effect January 1, 2018, changes to the Employment Standards Act resulted in enhanced entitlements to all workers, including those in the colleges. Contract faculty enjoyed those enhancements,​ which the college was obligated to apply, until Fall 2018, when the government passed Bill 47. While the colleges were obligated to apply the enhanced entitlements to the ESA, they were under no obligation to withdraw any of them, and their unilateral exercise of employer discretion in reducing those terms violates the freeze provision of the Colleges Collective Bargaining Act.\\
 +\\
 +We are currently researching cases at Niagara, Fanshawe, and Centennial, where college administrators have unilaterally decided to roll back other enhancements,​ including wages or planned pay increases. In many cases, the colleges continue to assert that they have been directed by Council to enact these punitive measures, while we have made it perfectly clear that the union will consent, if asked, to changes that actually enhance conditions for contract faculty. OPSEU pressed further on the matter, and on November 4, 2019, Ed Ogibowski, Supervisor of the Organizing Unit at OPSEU, sent an official letter to Graham Lloyd, CEO of College Employer Council, shaming the CEC for its unprofessional and unlawful decision to withhold a scheduled wage increase for part-time faculty at Centennial. In addition, he also provides clear written notice to the CEC that OPSEU fully consents to the wage increase.\\ ​
 +\\
 +We encourage Locals to ask at your Union College Committee meetings, or in any forum where you are meeting with admin at your college, about planned or existing rollbacks to wages or leaves for contract faculty, as well as why they have chosen to reduce working conditions. Sheridan has not yet initiated a roll-back, but they have not committed to keeping it so.\\
 +\\
 +==== Feet on the Ground Program ====
 +
 +The Feet on the Ground program, run by the Workers’ Action Centre, began in February 2019 and will be concluding in November 2019. The purpose of the program is to train participants to develop leadership and community organizing skills. OPSEU sponsored 3 contract faculty (1 GTA, 2 non-GTA) to participate in this program. These members currently teach at Algonquin College, Niagara College, and Humber/​Centennial College. Our participants have successfully held Contract Faculty Info Session presentations at their respective colleges, inviting contract faculty to learn about their rights, and to get the latest update on issues facing precarious workers. As the program begins to wrap up, the DivEx would like to thank our 3 contract faculty for their dedication and courage in participating in this program. It is our hope that they will continue their organizing work at their respective colleges, and that their Locals will continue to support them in their work.\\ ​
 +\\
 +==== Partial-Load Registry ====
 +
 +With the new Articles 26.10 D and 26.10 E language in the Collective Agreement, many colleges did not agree with the Union’s interpretation of how the Partial-Load Registry should be implemented. This led to 3 central Union grievances being filed by OPSEU in Fall 2018. Two grievances were heard by Arbitrator Knopf, and in August 2019, ruled upon. The CEC refused to consolidate the third - and arguably most important - Union grievance, which relates to whether priority hiring is based on individual courses or course bundles. While this Union grievance is still in play, we await a ruling on an individual grievance out of Niagara College that deals with the same question.\\
 +\\
 +The first grievance heard by Knopf questions the issue of the Registry itself: who maintains it, what information must be in it, and what information must be shared? The ruling says that the Colleges must maintain the Registry. The Registry must include all courses taught by partial- load faculty as of October 2017, regardless of their status when they taught the course (part- time, partial-load,​ full-time, sessional). In other words, courses that are taught while on part- time status must be recorded in the Registry as well. For courses taught prior to October 2017, the Colleges are not required to import faculty’s teaching history. If faculty can demonstrate that they have taught a specific course prior to October 2017, then it will also count as a previously-taught course in the Registry.\\ ​
 +\\
 +While the College is responsible for keeping and maintaining the Registry, it has no obligation to provide the Union with the copy of the Registry. However, Knopf strongly encourages the College to provide specific information on individual cases when requested by the Union, in order to quickly resolve matters rather than moving through the grievance process.\\ ​
 +\\
 +The second grievance heard by Knopf questions whether courses taught by a partial-load member while not in partial-load status should have any priority hiring rights. While Knopf stresses the value in hiring someone who has previously taught the course, she declares that it cannot be possible for someone who is not in the bargaining unit (part-time/​sessional faculty) to gain any type of partial-load rights. Even though a registered partial-load employee who only taught the course as a part-time faculty would have no hiring rights for that course, Knopf emphasizes that it would be prudent for the College to hire that individual over someone else with no course experience.\\ ​
 +\\
 +While this ruling provides some guidance to locals, many nuances still exist, and the full shape of the Registry will be clearer when we get a decision on the so-called bundling question. If your local is seeing a trend in hiring practices that violate the Registry, please let your DivEx member know.\\
 +\\
 +==== Academic Freedom Grievances – Update ====
 +
 +The Division currently has 2 strong academic freedom cases scheduled for arbitration. The first, out of Humber College, considers a faculty member’s academic freedom rights in relation to a student’s final grade and the processes by which their final grade is determined. Does the college have the right to unilaterally assign a passing grade, without consulting the professor, even though the student has committed several academic infractions?​ Can the college violate its own Academic Regulations in hopes of pssing a student? Does the college have discretion to award a student a passing grade without any clear policy in place to do so? Hearing dates on this case are scheduled into 2022.\\
 +\\
 +The second case, out of Centennial College, concerns a faculty member’s academic freedom as it relates to professional development activities. In addition, it questions who has the authority to decide academic activities during non-teaching periods and the limits that can be imposed on the employer’s demand to schedule their own activities during 11.08 time. This case was heard on November 7, 2019.\\ ​
 +\\
 +The DivEx is continuing to work with OPSEU legal and assisting Locals in putting forth strong academic freedom cases. If you think you may have an academic freedom case, please contact the DivEx immediately so that we can provide you the best support possible.\\ ​
 +\\
 +==== College Employment Stability Committee (CESC) ====
 +
 +Given the Ford government'​s announcement that 60% of post-secondary funding will be linked to performance metrics, the DivEx is suggesting that Locals convene a meeting of their College Employment Stability Committee (CESC) to proactively gather information,​ and plan for mitigating any negative impact to faculty. ​
 +By starting these conversations now via the CESC process, which is well within the scope of Articles 27 and 28, we stand a chance of shaping the outcomes at our colleges.\\ ​
 +\\
 +The DivEx recommends CESC rather than UCC as the mechanism for these conversations because of the inherent timelines of the CESC. For example, as per Article 27.05 (iii), if a member of the CESC requests a meeting within 3 calendar days of the CESC process being initiated, the committee shall meet within 7 calendar days to discuss the planned staff reduction, the circumstances giving rise to it etc. Through CESC, these conversations will stay on track, meetings will occur regularly, and we will receive information in a timely manner from our colleges.\\ ​
 +\\
 +CESC discussions will also give us the opportunity to ask our colleges about their budgets and how they plan to address this potential funding shortfall. If you are unfamiliar with your college'​s budgeting process, use the CESC meetings to have them explain it.\\
 +\\
 +==== College Faculty Manual ====
 +
 +The depth and breadth of knowledge from our Local leaders across the 24 college is immense. This, we have seen in action at our Divisional Meetings and Educationals,​ through the mentorship shared in our Google Groups, and through the committee work that individuals participate in on behalf of the Division throughout the year. What we have lacked is a way to amalgamate and share information about our Division, including useful tools and resources available to locals that new leaders would benefit from. Thus was born the Introduction to OPSEU and CAAT-A manual, or the College Faculty manual for short. The DivEx hopes that this manual will help facilitate new CAAT-A leaders transitioning into their roles by offering structured information about our Division, our members, and the resources available to all Locals. This manual can be used as a quick-access guide for information,​ as a tool for building local capacity, as well as to facilitate internal organizing through member education.\\
 +\\
 +This manual is a living document and will be updated annually to reflect the changing landscape of our Division. At the request of the Local, a DivEx member can meet with your local to provide a more detailed walkthrough of the manual. Special thanks to DivEx member Pearline Lung for spearheading this project.\\ ​
 +\\
 +==== Arising issues on the horizon ====
  
 +There are many more issues on the radar that DivEx is aware of and working on, including:
 +  * Reliance on International student enrolment and its implications for faculty
 +  * Reclassification of academic work as belonging to support staff
 +  * Counsellor jobs being outsourced in the wake of La Cite
 +  * A collegial/​shared Governance Symposium
 +  * The purchase of union time at the Local level
 +  * Identifying key language (with input from staff) that will need to be addressed next round of negotiations. ​
 +  * Proposal to OPSEU on updating the Report on Education as well as an organizing plan leading up to next round of bargaining
 +  * Developing updated Building Local Capacity training to be delivered in locals.\\ ​
 +  * Continuing to strengthen our relationship with other unions and labour groups to deepen solidarity across sectors
  
----- 
  
  
start.1578690384.txt.gz · Last modified: 2020/01/10 21:06 by jack