In This Issue...

President's Report

July 1998

Dear Colleagues,

The current Collective Agreement between QUFA and the University ends on April 30,1999, and the QUFA Executive and Council must soon consider the next round of collective bargaining which will begin no later than January, 1999. Our task is twofold: to develop an effective way to consult with the membership about their concerns and to adopt positions on the substantive issues that are raised. We have now had two years experience with the current Collective Agreement and therefore some chance to assess what works well and what needs some adjustments. While neither the Executive nor Council has yet formally considered these matters or come to any firm conclusions, I believe there is an emerging consensus that some parts of the Collective Agreement are more successful than others.

The most obvious success under the current agreement is that QUFA and the University have reached agreement on compensation adjustments that have been overwhelmingly approved by the membership and the University's Board of Trustees. This agreement has been reached with surprisingly little posturing, excess rhetoric, public threats, or rancor from either side.

In addition, the new appointments, promotion, and tenure procedures have been implemented with few transition problems and seem to be working well - although the Grievance Committee has raised some concerns about the lack of reasons given by UPAC (University Promotion Advisory Committee) in denying promotions.

However, perhaps the greatest success has been the new grievance procedures. As the report of the Grievance Committee's Chair indicates, QUFA and the University have settled a large number of grievances in the last two years without going to arbitration. This is in sharp contrast to the situation that had developed at the University before the Collective Agreement. Over a number of years the prior process had degenerated into procedural ad hocery and substantive paralysis. It reached a nadir in the early 1990's when several members featured in a glossy University publication on outstanding teaching and research at Queen's had unresolved grievances against the University.

As to those matters under the Collective Agreement that are not working well, perhaps the most serious is the application of the merit pay under the current salary policy. In the last round of bargaining, the QUFA executive recognized the advantage of having a consistent salary policy over time and thought that the existing policy had widespread support amongst members. However, the creation of the Pay Review Panel has revealed that a large number of members believe that their salaries are anomalous (i.e. that the existing salary policy has not been appropriately applied to them). In addition, the actions of various University officers have also undermined the members' support for the existing policy. These actions include a tendency to unilateral action by several rogue deans who appear to want to change the merit system without negotiating with QUFA and the continuing practice by many deans and department heads of giving misleading explanations of average or expected performance, perhaps in a misconceived attempt to avoid the demoralizing effect that the merit system has on many members. However, the most serious problem has been the failure in some faculties to distribute the merit according to the agreement reached in the JCAA about past practice. The University has recognized that the distribution in Health Sciences his year did not follow the agreement, nd discussions are continuing about how to remedy this breach. A closer examination of the distribution of merit in Arts and Science reveals that it also does not conform to the agreed past practice.

There has also been widespread concern in the past year about the assessment of teaching and particularly the content and administration of QUEST, the survey of students' assessment of teaching. The JCAA has considered how to improve the administration of QUEST, but there is still widespread concern about its content and the way it is used to evaluate members' performance. Vice-principal Turpin has recently announced the creation of a sub-committee of the Senate Committee on Academic Development to examine QUEST, and QUFA will be establishing its own working group to develop recommendations for the next round of bargaining.

During the last round of bargaining, a considerable amount of effort went into reaching agreement on Article 24 covering the closure of departments for academic reasons. The article is designed to do two things: (1) to establish a procedure which allows the Senate to make an informed decision about whether a department should be closed for academic reasons and (2) to provide some protection for members who are affected by the closure. Both the University and QUFA negotiators treated this matter seriously because it has had such a disruptive effect at other universities. Unfortunately, the recent decision by senior administrators to close the department of Materials and Metallurgy has revealed that QUFA and the University do not seem to have a common understanding of the effect of Article 24. We believe that the Article requires a review by Senate shortly after the decision to close is made and before it is acted upon. Otherwise decisions can be made by administrators which, makes the Senate review meaningless. Moreover, such actions may seriously undermine the protection given to members against involuntary transfers, since by the time Article 24 is invoked they may have no real choice.

In addition to these matters arising out of the operation of the existing Collective Agreement, there have been several suggestions for a review of the employee benefits, particularly the dental plan. All of these subjects are important and complex, and the bargaining team will require significant support from various working groups in developing QUFA's position. We are always looking for volunteers as well as views. Unfortunately, we will not have the active participation of Annette Burfoot and Frank Burke, who are on sabbatical leave. While they have left me and the organization bereft of a past-president, I'm glad they have left it in such good shape. We will also have to struggle on without Donna Ede, who for many years has been the Faculty Association. We wish her well in her retirement.

Staff Changeover at QUFA

After 24 years of service to Queen's University Faculty Association, and 31 years at Queen's, Donna Ede chose to take early retirement this spring. As QUFA's Executive Assistant (and as its sole staff member for over two decades), Donna has been widely respected for her knowledge, her wisdom, and her dedication to faculty interests. She will be greatly missed by all who have worked with her.

Elaine Berman was appointed to succeed Donna as QUFA's Administrative Officer in mid-May. Elaine has had extensive organizational experience as a Senior Health Planner at the District Health Council from 1989 to 1996 and as the CUSO Coordinator for Kingston from 1979 to 1989, and she has just completed a Masters thesis in History at Queen's. She is delighted to be working with Rhonda Clark-George, QUFA's Secretary-Receptionist, and with the entire QUFA membership. We trust that all members will join us in welcoming her!

Special Thanks

Dear friends and colleagues,

I wish to thank the QUFA Executive Committee and all my friends and colleagues who participated in any way in marking my recent retirement as executive assistant to the Queen's University Faculty Association. To all those who attended my reception in the afternoon and the dinner in my honour on the evening of June 15, thank you for taking the time to help me celebrate this memorable occasion. It was great to see everyone and have a chance to chat. To those who were unable to attend, thank you so much for your thoughtful cards, letters, flowers, gifts and phone calls. Each and every one was greatly appreciated.

During my 31-year career at Queen's, I was privileged to meet and work with many people in a variety of different capacities. The two things that stand out most in my mind during my almost 24 years with QUFA were the ongoing opportunity and challenge to learn something new almost every day, and the privilege of working with the faculty, librarians and archivists who were committed to the very important role that the Faculty Association plays at Queen's, as well as at the provincial and national levels. While the contributions of a large number of executive officers and members, along with many other committee members, may not always have been obvious, I can attest that without their involvement QUFA would not be as vital as it is today. I believe that the Association belongs to its members and hope that members will continue to contribute their time and expertise to ensure that QUFA remains strong and healthy in the future.

I will miss my association with QUFA and its people but am looking forward to my "retirement" and the next phase of life. I will always be grateful for the opportunity to work for QUFA and for the exemplary manner in which I was treated by the officers and members of the Association during my tenure. The consideration and support that I was given over the years have been gratifying.

My best wishes to everyone for success and fulfilment in the future.

Yours sincerely

Donna Ede

QUFA Council Report

by Mike Baird, Outgoing Chair

This was the first year for the Council of Representatives under the new QUFA constitution and under the first Collective Agreement ever at Queen's. An ad hoc Council was formed in 1996 to advise the Executive during contract negotiations, and it became the model for the present Council under the Constitution of April 15, 1997. The roles of Council are to provide liaison between QUFA members and the Executive Committee, to approve policies formulated by the Executive, and to direct the Executive in the development of policy. Council also approves the QUFA budget, collective bargaining principles, grievance procedures, and other matters.

The Council has 41 elected members and five ex officio members from the Executive, and it meets monthly except during summer. Since September, attendance has usually included 75 - 80% of the elected members, an indication of the seriousness with which Councilors take their responsibilities. Throughout the academic year, the Chair of Council and the President of QUFA have cooperated to set agendas for Council meetings, to expedite the handling of issues, and to establish appropriate protocols and precedents for QUFA business. Improved protocols and procedures, based on this year's experience, were approved by Council late in winter term.

In this first year we have learned much about the strengths and weaknesses of the Constitution, especially as it applies to the functions of Council. Although Council business has consisted largely in approving the first editions of standing committees, its meetings have hardly been boring. Any meeting of academics in large numbers will involve debate. Topics discussed in this year's Council include Bill 160, the teachers' strike, the Carleton strike, the form and administration of QUEST, the use of pesticides on campus, amendments to the QUFA constitution, protocol for salary negotiations, the QUFA budget, the advisability for QUFA of retaining membership in OCUFA, the Silverman proposals for merit policy, equity training for members, and the June 8 Day of Action.

Over the next few months, Council will consider priorities and strategies for collective bargaining. While it may seem just yesterday that bargaining for the current Collective Agreement ended, the CA was for only three years, and planning for the next negotiations has already begun. It will be the responsibility of Councilors to consult with colleagues in their units and to represent their views in Council; it is hoped that the views of all members will indeed be represented in this way.

Although almost all units were eventually represented on this year's Council, finding representatives was difficult in many cases. One might have anticipated some apathy in view of the inability of the old (uncertified) QUFA to affect members' remuneration and working conditions, but the situation is different now. QUFA, and Council in particular, have proved their effectiveness this year on many important issues. Members should recognize that individuals now have a channel for meaningful input if their units are represented at Council.

The difficulty in finding Council representatives appears to have been due, in some cases, to suspicion of QUFA on the part of faculty. The view that collective bargaining is inappropriate for university faculty has been made clear to the Chair in correspondence from members who seem to believe that Council is dominated by left-wing radicals seeking to force their views on the rest of the campus. In fact, if I may speak from a somewhat conservative perspective, most members of Council have demonstrated a balanced perspective and a willingness to hear alternative points of view on all issues. While the process of collective bargaining may attract individuals inclined to the "left," it is clear that many Councilors are not so inclined, but serve with a view to influencing the process from within. The message for all members is that one can have an effect on the quality of life at Queen's, either directly, by becoming a member of Council or a Council sub-committee, or indirectly, by ensuring that one's unit is properly represented.

I would like to thank all those who helped make palatable and productive my time as Chair of the two versions of the Council of Representatives over the past 18 months. I would especially thank Frank Burke, President of QUFA during most of that time, who has worked unceasingly on behalf of the Association and, hence, of the University. Frank has repeatedly combined a strong resolve and a consistent vision with openness, a sense of humour, and an ability to admit error, a combination of virtues to be wished for in all administrators. I wish him well in his much deserved sabbatical leave, and indeed for the rest of his life.

Finally, I extend my best wishes to Margaret Jamieson, another of the Council originals, who was elected Chair in the June meeting. The Council of Representatives is in good hands, and I entreat all members to offer Margaret their support.

Grievance Committee Report

By Phil Goldman, Chair

The Grievance Committee has dealt with 55 cases since the beginning of the Collective Agreement. To date, every effort is being made by both parties to settle cases and none have gone to arbitration. On the other hand, three cases predating the Collective Agreement are still incomplete. One is finished and we are awaiting the arbitrator's decision, another is nearing completion and the arbitrator's decision, and the status of a third is unclear but it is hoped a settlement can be worked out.

There has been a problem with cases involving denial of promotion. Although denials can be appealed, an arbitrator is likely to rule that the review be redone rather than award promotion. This makes arbitration in promotion cases somewhat questionable as a form of redress. Our experience suggests also that there should be more transparency at the UPAC (University Promotion Advisory Committee) level of the promotion process. At present, even though the committee, head, and dean have given candidates favourable recommendations, UPAC can recommend against promotion without providing any reasons or providing the candidate an opportunity to respond to new questions raised about the file. Our committee intends to hold a special meeting in the fall to review the grievance process, after which we will make recommendations for changes to the Collective Agreement during the next round of negotiations.

Fifteen of 24 currently open cases are on behalf of women, and this is of some concern since women are a distinct minority amongst faculty. Of course, women are present in somewhat greater numbers at the junior levels, so the numbers may reflect the ways in which people at these levels are affected by renewal and tenure decisions. Nevertheless, we need to examine this more carefully to ensure that women faculty are being treated fairly, for most grievances arise out of failures to abide by established practices put in place to ensure transparently equitable treatment. My current sense is that there is not as yet a level playing field.

Adjunct faculty appear fairly often in our files. Mostly, it is because there is less clarity governing their terms of appointment. As the Collective Agreement becomes better established, we expect to deal less often with questions concerning terms of employment. However, I bring to your attention a concern that we monitor the renewable adjunct category lest adjunct faculty, who would be eligible for renewable status after three years as initial adjunct, be effectively denied a third year to avoid this outcome. There is, after all, a possible conflict between the rights of adjunct members and the desire of departments to maintain flexibility.

CMCA Report

by Elizabeth Hanson

The CMCA (Committee to Manage the Collective Agreement) is a standing committee within QUFA that reviews matters arising from the administration, interpretation, and operation of the Collective Agreement. Its members (appointed by the Executive) are Roberta Lamb, chair; Elizabeth Hanson, representative to the Executive; and Allan Manson. Lamb, Hanson, and Manson are QUFA's representatives to the JCAA (Joint Committee to Administer the Agreement). The CMCA also now has a working group to do research and analysis on issues along with the three JCAA reps. This working group, established last winter, consists of Rod Lindsay, Sergio Sismondo, and Caroline Weber. Donna Ede, QUFA's Executive Assistant, has also been involved in all CMCA and JCAA meetings. With Donna's retirement Elaine Berman, the newly hired Administrative Officer, has taken over this function.

The JCAA began meeting at the conclusion of the transitional period, holding its first meeting on April 1, 1997. The JCAA meets as issues arise, generally every second week. CMCA meetings are usually held a day or two before these meetings, in preparation, although they are at times more frequent.

Issues resolved in JCAA meetings of November 1997 through January 1998 are listed in QUFACTS for February 1998. The following is a list of issues the CMCA has handled since then.

Closure of Units. The JCAA is currently dealing with the procedures to be followed in the closure of a department or unit. There is currently disagreement between QUFA and the Administration about when and under what circumstances the provisions of Article 24 are to be applied.

Pay Review Panel. The schedule for the next Pay Review Panel's work, and its articulation with decanal anomalies process, have been established. Discussion is under way about the mandate of this year's panel and its membership. QUFA's priorities are adjuncts' salaries and the development of a formula to deal with the calculation of years of experience.

Equity Workshops. A review of problems arising from last year's workshops has been conducted. A pilot workshop, incorporating suggestions from Members, was given on June 25. Feedback from the pilot workshop will be considered in preparing workshops for 1998-99.

OCUFA Report: The OCUFA Board of Directors

by Liz Fox

The OCUFA Board of Directors consists of Officers of OCUFA and one representative, or "Director," from each member association. The Board meets four times yearly, in September, December, March, and May. Its meetings are attended also by observers, including the chairs of the Collective Bargaining and the Status of Women Committees, a representative of CAUT, representatives from the one Ontario faculty association that does not currently belong to OCUFA (Carleton), and professional staff from the OCUFA Office.

Each member association selects its Director in its own fashion. In recent years, the QUFA President, Past-President, or Vice-President has served as Director for QUFA (currently, it is the Vice-President). Directors are responsible for reporting to the Board on local issues and developments and, conversely, for reporting Board decisions and other news to their associations.

The last meeting of the Board for the 1997-98 academic year was held May 22-23. The highlights of the meeting were:

1. The Board APPROVED the Treasurer's budget for 1998-99 (OCUFA's fiscal year runs July 1 - June 30). This is a "good news" budget based on a decrease in the mil rate to member associations, from 1.42 for 1997-98 to 1.3 for 1998-99. The Treasurer also tabled a projected budget for 1999-2000, based on a mil rate of 1.25.

2. The Board ESTABLISHED an Ad Hoc Communications Committee for 1998-99 with a mandate to "positively affect the public's image of the professoriate" through public-relations initiatives. The Committee has various ideas under consideration; we should hear of them in the fall.

3. The Board ESTABLISHED an Ad Hoc Elections Planning Committee consisting of the OCUFA President and Vice-President, the Chair of the Ad Hoc Communications Committee, and appropriate OCUFA staff (with authority to second other people as required). The Committee's mandate is to develop a stategy for profiling issues important to Ontario universities and their academic staff in anticipation of the provincial election.

4. The Board APPROVED a research proposal, prepared by the OCUFA staff, for an OCUFA-funded study of government policy trends, their impact on Ontario universities, and their implications for the future. The purposes of this study are (a) to raise the public profile of Ontario faculty's concerns about higher education; (b) to support a media campaign highlighting OCUFA's vision for a quality public university system in Ontario; and (c) to support lobbying efforts during the provincial election. A summary of the proposal is available on the OCUFA Website (http://www.ocufa.on.ca) or from the QUFA Office (call 2151).

5. The Board ENDORSED the Executive's recommendation that Henry Mandelbaum be appointed Executive Director of OCUFA as of July 1, 1998 (Henry has been Acting Director for the last year and a half).

6. MEMBERS ARE URGED to send feedback to the OCUFA Office about the new "OCUFA Forum" (i.e. the magazine-style publication distributed last month). More important, the Office is soliciting articles from members for future issues.

7. Finally, the Board elected the 1998-99 OCUFA Executive for a one-year term:

President: Deborah Flynn (Nipissing)

Vice-President: Henry Jacek (McMaster)

Treasurer: Glen Copplestone (King's)

Past President: Michael Piva (Ottawa)

Members-at-large: Michael Doucet (Ryerson), Liz Fox (Queen's), and Marilyn Rennick (Ottawa)

Board Chair: Joyce Lorimer (Laurier)

The QUFA Feminist Caucus

The QUFA Feminist Caucus is formed by and open to feminists who are members and supporters of QUFA. The number of members will vary; currently there are approximately 20 members from a broad range of units. We are a political caucus insofar as our actions are directed toward the elimination of gender discrimination and the full realization of equity (as per the Collective Agreement) at Queen's. We undertake this work in a variety of ways: individual Caucus members are active on QUFA and Queen's committees and sub-committees; the Caucus may suggest a member for appointment on QUFA committees (the Political Action and Communications Committee, for example); it may hold forums or workshops on relevant issues; it may advise QUFA committees, including the Executive, on relevant issues; and it may work with other equity-seeking groups on campus on specific matters. It is not our intention to be the sole equity-seeking caucus for QUFA, and we look forward to the emergence of other caucuses, committees, or sub-committees. Those wishing to join the caucus should send word via e-mail to Susan Lord (Film Studies) <lords@post.queensu.ca>.

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