Transcript Human Resources

GTA Collective Agreement
2010 - 2012
Agenda
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Welcome and Introductions
Overview of Negotiations
Review of Changes
Implementation
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Negotiation Team
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Linda Miller
Stephen Sims
Michael Milde
Ron Wagler
Jane O’Brien
Jennifer Schroeder
Human Resources
- SGPS
- SGPS
- SGPS
- SGPS
- HR
- HR
Negotiations
• Reached agreement over four days
between June and October (timing
affected by Province’s wage restraint
consultation meetings)
• New Collective Agreement effective
September 1, 2010
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Overview of Changes
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Two year agreement (expires August 30, 2012)
Definition additions
Information for the Union
Services and facilities obligation reminder and nursing mother space
Changes to grievance and arbitration procedure
Clarification of evaluation article
Clarification of Union representation at meetings regarding employment
performance
Changes in lump sum amounts
Health and Safety training follow-up
Split article to add new “Intellectual Property Article”
Clarification around pregnancy/parental leave
New “Conflict of Interest Article”
Increase in amounts given to Union for health care plan and financial aid fund
Letter of Understanding to discuss Non-Discrimination/Harassment Article
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GTA Collective Agreement
Definitions
“Days” means business days.
GTAship means the employment contract between a
registered full-time graduate student and the Employer
(Note: clarification in Letter of Understanding that this
does not restrict GTAship employment for those
individuals who are unable to fulfill full-time graduate
student hours by reason of disability)
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Information for Union
Article 6.06
SGPS will provide the Union Local with a list of
active employees (including employee
identification number, name, program, degree, email, hiring department and hours per week) each
term
– For the Union’s use regarding Health Care Plan
• All request for information on GTAs/Grad
Students should be referred to SGPS
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Services and Facilities
Article 8
• SGPS will remind Departments, Schools and Faculties
annually of their obligation to provide the resources
outlined in 8.06
• New 8.07 which provides that a pregnant or nursing
employee may request accommodations to enable her to
perform her GTA duties. Nursing employees shall have
access to private facilities for the nursing and changing of
infants. The employee shall meet with the Graduate Chair
to discuss possible arrangements. Such requests shall not
be arbitrarily denied
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Grievance and Arbitration
• Wording change to match addition of days to
definitions
• Grievances submitted to arbitration will be heard
by a single arbitrator agreed upon by the parties
as opposed to a panel of three
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Evaluation
Article 13
Clarification in 13.01 that the Employer may
conduct an evaluation during the term.
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Discipline, Suspension and Discharge
Article 15
• Clarification in 15.03 that employees have the right to
union representation at any meeting convened with the
Employer to discuss any aspect of their employment
performance.
• Expansion of the notice of a discipline meeting from 24
hours to 3 days with notice to the Union Local in Article
15.04
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Pay Rates
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One-time payments continued for this Collective Agreement
2010/11 amounts:
• 0.5 to 4.9 hours per week:
$175
• 5.0 to 9.9 hours per week:
$865
• 10 hours per week;
$946
2011/12 amounts:
• Totally prorated
• 10 hour amount of $1172.00
Only Appendices A and B to be used, without amendments
No references in Offer Letters to one-time payments
Vacation pay to accrue on one-time payments (18.03)
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GTA Collective Agreement
How to make a general funding letter for 2011-2012?
“In addition to the funding package described above and
as long as you are appointed as a TA, you will receive an
additional ‘one-time payment’ of XX per term as outlined in
the collective agreement between the University and
PSAC.”
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General Amendments
Article 20.05 Health and Safety
• Within 6 weeks of the start of each academic
term, the Employer will advise Faculties of those
GTAs within that Faculty who have not completed
the required WHMIS training
Article 29.01 Distribution
• Limited copies being printed with reference to full
agreement on the HR website
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Intellectual Property
Article 23
• Existing article 22.04 (Academic Freedom
Article) moved to create a new Article
entitled “Intellectual Property”
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Leaves of Absence
Article 24.08 - Pregnancy and Parental
• Language of the Article has been amended
to provide better clarity
• Most recent contract now can be within 8
months rather than 4 months
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New Article – Conflict of Interest
Article 28
• Each employee occupies a position of trust in dealing with others inside and outside the
University. Whatever the area of activity or degree of responsibility, the University
expects each employee to act in a manner that will enhance the University’s reputation
for ethical performance in all its dealings.
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It is the responsibility of the employee to disclose possible conflicts of interest with
respect to carrying out her/his duties. The conflict or possible conflict will be formally
disclosed in writing to the Person designated by the Department, School or Faculty
before any action or decision is taken. The Person designated by the Department,
School or Faculty, after consultation with the employee and any other appropriate
persons, shall determine whether a conflict, actual or apparent, exists, and determine
an appropriate course of action as per University Policy. The Union Regional
Representative will be notified upon determination of a conflict.
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Conflict of Interest continued...
• There are numerous ways in which conflict of interest can arise. Examples include
relationships that involve a sexual or close personal relationship with a current
student, teaching a student who is a close relative or close friend, excessive
socializing with students outside class, lending money or goods to, or borrowing
from students, or offering additional instruction to a student or a group of students
outside of the regular class for a fee.
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In addition to the reporting requirements under 28.02, employees are encouraged
to discuss any possible conflict of interest with the Union Local as soon as
possible.
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Clarity note in new Letter of Understanding:
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The application of this article is limited to GTA related employment activities.
The term ‘student’ in this Article does not refer to other GTAs, graduate or undergraduate students with
whom the employee is not engaged in a supervisory capacity. The borrowing and lending of nominal
items that arise naturally from the GTA-student relationship (i.e., books related to the subject of inquiry
or interest) and that would not give rise to a reasonable apprehension of bias or bribery, are not
contemplated in this Article.
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Letters of Understanding
• An increase of $10 per employee to contribute towards the cost of the
health care plan arranged and administered by the local
• An increase in the amount given to the local each year to use as the
GTA financial aid fund
• New letter of understanding whereby the parties have agreed to
engage in discussion in relation to a University wide policy on
Discrimination and Harassment
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• Questions?
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