Expanded Summary of the Tentative Settlement
for the new Collective Agreement (2005- 2008)
 

I.      Compensation and Benefits

A.      Year 1   -  May 1, 2005 - April 30, 2006

• Scale increase - 3%
• Anomalies Funds - $370,000 total  [$220,000 (Principal's down from $250,000); $150,000 up from $110,000 (Side Table)]
• Special Salary Adjustment ($60,000) for Librarians and Archivists to be allocated by the JCAA   
• No change to the career development/ merit system other than to adjust the amounts by the scale increase in each year of the agreement.
• Minimum annual stipend for Heads of academic units across the University increased from a minimum of  $4,000 to $7,000.
• Benefits
  • Increase of the Tuition and Childcare Funds from $610,000 to $823,805;
  • Add vision care ($200/24 months and $65 for eye exam every 24 months); Queen's will pay 70% of the premiums;
  • A joint benefits oversight committee will be established to ensure that members receive value for money in current benefits and to suggest future improvements.     

B.      Year 2 -  May 1, 2006 - April 30, 2007

• Scale increase - 3%
• Anomalies Funds - $370,000 (same breakdown)
• Benefits
  • Increase of the Tuition and Childcare Funds to $864,996;
  • Increase the coverage for major restoration under the dental plan from current 50% to 75%; the University will pay 75% of the premium (same % as currently paid).

C.      Year 3 - May 1, 2007 - April 30, 2008

• Scale increase - 3.05%
• Anomalies Funds - $370,000 (same breakdown)
• Benefits
  • Increase the Tuition and Child Care Funds to $908,677;
  • The University will pay 100% of the premium for the Supplementary Medical plan, including the vision care.

II.     Other Substantive or Normative Issues

A.    Adjuncts

There are substantial changes in the provisions relating to adjuncts. The categories have been simplified,  the right of re-appointment has been improved and adjuncts will be eligible for a continuing appointment after 6 years. The Adjuncts' Fund for Research and Creative Work has been increased from $50,000 to $75,000 per annum.  The University did not agree to QUFA's proposal for a study leave for Adjuncts.

B.    Working Conditions

The Professional Expense Reimbursement will be increased by $100 per year in each year of the agreement from $1200 in 2004 to, $1300, $1400, and $1500 respectively. The relocation (moving) allowance for eligible new Members will be increased from $5,000 to $7,500 and can include some immigration costs.  The wording of the return to work provision following paid maternity and family leave has been clarified and the provision extended to librarians/archivists who teach or do committee work. Librarians/archivists may be granted professional development leave for up to 4 months at 100% pay.  The University rejected QUFA's proposal for computers for each member.

C.    Appointments

The article was redrafted for clarity.
"Special" appointments are no longer normally given tenure-track positions but are provided non-tenured renewable appointments and eligibility to apply for tenure-track jobs.
"Spousal" appointment provisions clarified that these are normally made only when some possibility of a bridging position exists; spousal candidates continue to be put on short lists for existing advertised positions for which they have appropriate qualifications but spousal applicants are no longer given priority in the cascade of selection for appointment.
Research initiation grants and other support shall be offered on an equitable basis at the time of appointment.

D.     Evaluation (including Teaching Evaluation and USAT)

The tentative agreement contains new language on the evaluation of teaching which is designed to prevent Heads and Personnel Committees from relying exclusively on USAT in evaluating teaching. In addition, the parties have agreed to establish a joint committee to study the evaluation of teaching and learning, including an appropriately designed and interpreted student survey to replace the existing USAT. An explanatory note of the statistical results generated by USAT will be supplied to Heads.

E.    Intellectual Property

No changes have been made to the Intellectual Property Article of the Agreement.

F.    Non- discrimination and Employment Equity

The University Administration has not agreed to end Mandatory Retirement.
A Memorandum of Agreement was signed that the University will seek a formal quote from Great West Life regarding the cost of providing future retirees the ability to purchase an additional 20% to cover 100% of emergency out-of-country medical insurance.  This quote will be conditional on the compulsory uptake by future retirees of  the supplemental medical plan after retirement.
A Memorandum of Agreement was signed which will establish a joint Employment Systems Review Committee to investigate and eliminate systemic discrimination in the terms and conditions of employment and report by May 1, 2006.

G.    Workload

No significant progress was made in addressing the workload issues that were identified by QUFA Members. However, the triggering mechanism for review of unit workload documents has been changed to permit unit Heads, Members or Deans to initiate a review. The workload article does not preclude departments from putting a limit on the amount of teaching and service for Members.
The University would not provide a complement article to address faculty/student ratios. 
The University would not agree to QUFA's proposal regarding equitable allocation of resources among departments.

H.    Accommodation for Members with Disabilities

No agreement was reached on wording for a clause on accommodation. The parties disagreed on the interpretation of the current law.  QUFA had proposed and the University rejected an accommodation clause provided by CAUT. If a Member has any concerns about accommodation, please call QUFA.

I.      Association Rights

The University increased support for the work of the Association and agreed to provide more timely information about who is in the bargaining unit.

J.    Grievance

        An expanded mediation process has been included in this provision.

K.    Harassment

        New language on "bullying and intimidation" applicable to both Members and administrators has been added.

L.    Personnel Processes

Timelines have been modified for various stages of tenure, promotion, renewal and continuing appointments.
The number of referees for each type of personnel process has been standardized.
The University has agreed to pay for the required number of copies to be reproduced for personnel procedure files for Members.
Members are now entitled to make copies of their own official file and review the file with a QUFA representative.
Personnel procedures of Librarians/archivists were reorganized.
The University did not agree to QUFA's proposed clarification of criteria for tenure, promotion and renewal; nor did they agree to our proposal for instructing referees, committees, heads or administrators on the interpretation of criteria.
        
All new clauses and pertinent memoranda of agreement between the parties are now posted electronically on QUFA's website under the section "Bargaining Updates."

Constance Adamson
QUFA President
April 20, 2005