Faculty Negotiations Update 2021: Rejecting Offers and Addressing Concerns

bargainingteam2021@gmail.com Negotiations 2017 Local Demand Sets Negotiations 2021

Faculty Bargaining Team Update for Members February 2022 Negotiations 2021

Forced Offer Vote: Reject to Protect February 15 @9 A.M. February 17@3 P.M. The ballot will have 2 choices: I accept the employer's offer received on January 17, 2022 I reject the employer's offer received on January 17, 2022 The Bargaining Team recommends you vote to REJECT Negotiations 2021

CEC Offer: Fails to address concerns The CEC s offer contains nothing to stop the contracting out of faculty work. to increase job protection for partial-load faculty, counsellors, librarians, or coordinators. to address faculty s workload issues or online learning. to meaningfully address equity, diversity and inclusion and Indigenization, decolonization and Truth and Reconciliation. Instead, it offers processes with titles, but no teeth. to allow Partial-Load (PL) faculty to bridge their benefits. to acknowledge that faculty consent is needed before the college can reuse or sell course material created by faculty. Negotiations 2021

CEC committees: All talk, no action No dispute resolution process = No change 1. Workload 1985 factors would remain until at least 2024, no guarantee of change Targets Apprenticeship, Academic Upgrading, Aviation, Clinical Placements, specialized programs for expanded two-tiering 2. Equity, Diversity & Inclusion No dispute resolution or implementation process Recommendations go only to College President; can die there 3. Indigeneity, Decolonization, Truth & Reconciliation Non-adversarial process = no dispute resolution or implementation process No clear scope or mandate, no engagement at local level No acknowledgment of existing problems Negotiations 2021

Impact of Bill 124 FACULTY PROPOSALS ARE BOTH LEGAL and LAWFUL Bill 124 does not prevent the colleges from correctly attributing workload time Bill 124 limits compensation (salary and benefits) to individuals, not overall HR costs or additional hiring FOLLOW THE MONEY Bill 124 equates to a 3.8% cut in real wages for faculty Management salaries have increased: ~5% per year Colleges continue to hire managers Colleges have posted $1.6 billion dollar surplus in the last 5 years Negotiations 2021

Bill 124 for Managers College Management Team 5-Year Salary Progression Name Position 2016 2017 2018 2019 2020 % Increase 4% 16% 51% 34% 36% 33% Laurie Rancourt Stephanie Ball Ian Wigglesworth Jeannine Verdenik Executive Director Goranka Vukelich Les Casson S.V.P. Academic Executive Dean A.V.P. Academic $295,772.00 $171,293.00 $125,686.00 $122,601.00 $149,762.00 $111,852.00 $295,987.00 $187,172.00 $149,095.00 $132,494.00 $155,155.00 $119,736.00 $295,987.00 $183,725.00 **$167,980.00 *$140,933.00 *$182,429.00 $128,703.00 $295,987.00 $195,609.00 $174,411.00 $155,885.00 $196,237.00 $137,178.00 $307,371.00 $198,889.00 $190,038.00 $164,782.00 $203,770.00 $148,421.00 Executive Dean Associate Dean * Title change from Dean/Director to Executive Dean/Director **Position change from Dean to Associate V.P. Negotiations 2021

When We Reject this Offer... Any settlement reached post-rejection will be better than what s on offer now. Management CANNOT force another offer vote Back to the table or into Voluntary Binding Interest Arbitration Continue to build pressure through escalating actions Negotiations 2021

Talk to Your Colleagues Key message: Here s why I m voting to REJECT 4 Points for Conversations: 1. 2. A rejection of this offer will result in something better Management can resolve issues with no labour disruption by bargaining and referring outstanding issues to Voluntary Binding Interest Arbitration Faculty proposals will result in change now and going forward. All of the faculty proposals are lawful and at low or no cost to the Employer 3. 4. Negotiations 2021