July 20, 2020 Negotiations Update - Luther Bargaining

Luther Bargaining Negotiations Update- Ratification Information Session July 20, 2020

Luther Bargaining Negotiations Update Review processes, priorities, timeline What was achieved this round of bargaining What has been left to achieve in the next round of bargaining Lessons learned and recommendations for future rounds of bargaining Questions

Positional Bargaining Both parties agreed to traditional position-based bargaining Each side tabled the proposals they wanted to open to re-negotiate. URFA opened Articles 3,5,8,9,10,11,15,16, 21,23 and 26 Luther opened Articles 18,27, 30, Appendix E and Appendix G Both teams opened Article 14,17,28 and Appendix A. The Teams commenced bargaining on April 20, culminating on June 25, with 12 Zoom meetings.

URFA Team Dorothy Lane(Chief Negotiator, Luther Academic), Louis Awanyo (Luther Academic) Frank Mentes (URFA Staff)

Luther College Team President Bryan Hillis (Chief Negotiator) Mark Duke, Chief Financial Officer Jodi Kydd, Executive Assistant to the President

URFA Bargaining Priorities Salary parity with the U of R Maintain merit increments as career progress decisions Parity with better than clauses in Campion CA Members also expressed interest in recognizing importance of work- life balance, right to disconnect from technology, course scheduling Making improvements to terms and conditions of sessional lecturers. We also kept the culture of Luther and the integrity of academic work at the forefront of all discussions.

Luther Bargaining Priorities Alignment of CBA with U of R Academic CA in some areas, but not in others e.g. performance reviews for Professors, stipends for sessional lecturers taking on administrative duties etc. Replace merit increments with performance bonuses Budget mandate from the Board of Regents re. increases and stipends Achieving an agreement while the current President is in place

Luther Monetary Bargaining Priorities Not interested in maintaining current merit increment Reduce overall academic staffing costs to the College, with concerns for ongoing financial stability, and effects of current environment Also concerns about end of mandatory retirement, and potential for faculty to remain employed indefinitely, at high cost to the College Concern about consultation in committee requirement for planning that is not strictly academic Maintaining parity with U of R, and possibility of future collaboration in performance review decisions, and in collective bargaining

SUMMARY OF SURVEY RESULTS Twenty-three respondents participated in the survey. Respondents support for a healthy work-life balance, including the right to disconnect from work, was almost unanimous at 96 percent of all respondents. Ninety-one percent (91%) of respondents preferred Campion College s priority status criteria ( 20 sessional contracts over 6 years) for sessional lecturers. The majority of respondents (61%) disagreed with Luther College s proposed redefinition of merit increments (for exceptional and sustained above average performance) as one-time bonuses and as a means to reduce financial burdens on the College. Twenty-six percent (26%) of respondents were undecided. The majority of respondents also disagreed with Luther College s proposal of a merit quota of a maximum of one merit bonus per year. Fifty-seven percent (57%) of respondents disagreed with the proposal. Another 35 percent of respondents were undecided. A plurality of respondents (39%) disagreed with Luther College s proposal of a maximum award of one merit bonus every three years to a single academic staff member and applying a new more rigorous merit adjudication process. Thirty-five percent (35%) agreed with Luther College s proposal and another 26% of respondents were undecided. Seventy-four percent (74%) of respondents strongly disagreed with Luther College s proposal of maintaining the current merit award process in return for reductions in academic staff salary scales below those of the University of Regina and Campion College. Nine percent (9%) of respondents were undecided. Seventy-four percent (74%) of respondents indicated their support for parity in salaries and benefits with the University of Regina and Campion College. Twenty-two percent (22%) were undecided. The survey question was double-barreled, combining a merit quota issue and a merit adjudication process. Therefore, the responses cannot be accurately interpreted.

What was Achieved Parity with UofR in salaries, pension, APEA, and Wellness accounts; (see following slides) Continuation of merit increments, with additional language regarding process, consultation with UR, and parameters of application MOU on revising criteria document with respect to merit increments Reconciliation of leave durations to sync with legislative changes. Increased opportunity and expansion of rank for sessional lecturers.

Monetary Agreement Year 1- July 1, 2017-June 30, 2018 Agreement Increase salary scales for all academic staff members by zero (0) per cent.

Monetary Agreement Year 2- July 1, 2018-June 30, 2019 Agreement Increase salary scales for all academic staff members by zero (0) per cent. A one-time, lump sum payment of $2,500 for Faculty, Librarians, Laboratory Instructors and Instructors, and sessional members who have worked a minimum of 1040 hours (5 courses) in the previous academic year (2017-2018).

Monetary Agreement Year 3- July 1, 2019-June 30, 2020 Agreement Increase salary scales for all academic staff members by one and three quarter (1.75) per cent. Create Sessional Lecturer IV stipend Lecturer pay scale set to midpoint between existing Lecturer pay scale and Assistant Professor pay scale Add one, drop one increment Increase all in scope administrative stipends. Increase APEA by $600 effective July 1, 2020.

Monetary Agreement Year 4- July 1, 2020-June 30, 2021 Agreement Increase salary scales for all academic staff members by two (2.0) per cent. Increase pension contributions to 16% effective January 1, 2021 with 8% paid by the College and 8% paid by URFA members, beginning January 1st, 2021.

Monetary Agreement Sessional IV A sessional member who has achieved priority status in accordance with Article 13 shall be paid per course as a Sessional IV as follows: The following formula will apply to an academic staff member who possesses a Ph.D. , or a Master s degree or equivalent in the discipline being taught and has taught 15 three credit hour courses or equivalent in the discipline being taught: ????? ?? ?????????? ??? ?.?? The following formula will apply to an academic staff member who possesses a Master s degree in the discipline being taught, or possesses a four-year Bachelor s degree or equivalent and has taught 12 three credit hour courses or equivalent in the discipline being taught: ????? ?? ?????????? ?? ?.??

What was Left to Achieve in Future Rounds Maintain parity in salaries, pension, APEA, wellness account We should take a closer look at dental, health, disability benefits Continue to work on travel expense account (as in Campion) Work-life balance article was abandoned this round, as was the right to disconnect from technology even in the form of a general MOU Continued enhancements for all sessional lecturers, including incorporating more flexibility for acquiring priority status

Work-Life Balance proposal The College and the Faculty Association recognize and respect the need for Academic Staff Members to maintain an appropriate work-life balance. Right to Disconnect Academic Staff Members shall not be required to respond to electronic communications during non-working hours e.g .. 16.8.2 Scheduling Wherever possible, academic staff members shall be scheduled to teach such that there is a minimum of 12 hours between the end of the last class of the day and the start of the first class of the next day. This requirement may be waived by the member.

Lessons Learned Membership involvement in the process is crucial It is essential to have an accurate costing tool available which the other side accepts as accurate; it is also important to have access to relevant/current information and distinction of academic/administrative costs made clear URFA should review regularly the information given on salaries, benefits, performance review decisions and progress through the ranks when looking at equity issues

Next Steps You will receive an electronic ballot Wednesday July 22. Closing date for submission will be determined shortly afterwards. The URFA Executive committee will review the tentative agreement on Tuesday, July 21. They will present their recommendation to accept or reject the tentative agreement with your electronic ballot. The balloting will be done through Qualtrics, and anonymity will be protected.

Questions?