Caat Support Staff Collective Agreement 2018

2018-2021 OPSEU Corrections Collective Agreement (Final) Please click on the following links to view the collective agreements actively negotiated between the parties. Earlier this year, OPSEU filed an infringement with George Brown College in response to the university removing personal emergency leave days for non-unionized faculties. GBC did this after we filed the application for certification to unionize part-time and session faculties, to effectively change their working conditions and claim that they had to do so because Ford had to roll back workers` rights with Bill 47. We had a hearing before the Ontario Labour Relations Board on October 3, 2019. We are investigating cases in Niagara, Fanshawe and Centennial where university administrators have unilaterally decided to withdraw other improvements, including planned salaries or salary increases. In many cases, colleges continue to assert that they have been ordered by council to adopt these sanctions, while we have made it clear that the union will accept, upon request, changes that would effectively improve the terms of the contractual faculty. OPSEU continued to insist on this issue and, on 4 November 27, 2019, Ed Ogibowski, OPSEU Organizational Unit Supervisor, sent an official letter to Graham Lloyd, CEO of the College Employer Council, in which he shamed the CEC for its unceregoal and illegal decision to retain a plan to increase salaries for part-time faculties at Centennial. In addition, it clearly informs the CEC in writing that OPSEU fully agrees with the wage increase. We encourage residents to ask themselves, at your meetings of the Union Colleges Committee or in any forum where you meet with your college administrator, about the planned or existing returns of salaries or leave for contractual faculties and why they have decided to reduce working conditions. Sheridan hasn`t gone back yet, but they haven`t committed to doing so. The department currently has 2 strong cases of academic freedom planned for arbitration.

The first, from Humber College, considers a faculty member`s academic freedom with respect to a student`s final grade and the processes that determine their final grade. Does the university have the right to unilaterally assign a successful grade without consulting the professor, when the student has committed several academic offenses? Can the university break its own academic rules in the hope of supporting a student? Does the university have the ability to award a successful grade to a student without there being a clear guideline about it? Hearings on this case are scheduled until 2022. The second case, outside the College, concerns the academic freedom of a faculty member with respect to professional development activities. In addition, it asks who has the power to decide on academic activities during class hours and what limits can be imposed at the employer`s request to plan its own activities during the period 11.08. . .