Dear Capilano Faculty Association Members,
We are very pleased to announce that after a number of online bargaining sessions and exchanges of proposal packages, the Union and the employer have reached a tentative agreement that we will be recommending to the membership for approval.
Among the most significant gains are:
We are very pleased to announce that after a number of online bargaining sessions and exchanges of proposal packages, the Union and the employer have reached a tentative agreement that we will be recommending to the membership for approval. Among the most significant gains are:
* achievement of the 2-2-2 % wage increase, including retro to April 2019
* improvement to pay for non-regulars (126.96.36.199). Instead of being capped at step 8 when placed on scale after 12 sections of work, initial placement for non-reg faculty will now be as high as 5, going up by one step for every eight sections worked after that.
* a right to phased retirement and a change to the severance package calculation that ensures members receive credit for the work they continue to do after receiving a reduction notice
* improvements in PD (6.9) and administration of the Spending Account language
* increases in benefits limits, and inclusion of eye exams and contact lenses in our coverage (thanks to gains made at the "Common Table"-see below)-we had also proposed online submission of claims at the table, but managed to convince the University to adopt online submission in April, before reaching this agreement
*phased retirement: members can reduce below 4 sections in stages over the course of three years before retiring, while paying for benefits on a pro-rata basis (25% of the cost for each section below 4): see 188.8.131.52.3
* incorporation of the "3Cs" into the Collective Agreement (i.e., adding Chairs and Convenors to the language on Coordinators)
* improvement to PMI regularization calculations (6.4A.2.5)
* updated Instructional Language Associates "Duties and Responsibilities" (6.3)
* improvement on the "non-expiry" list (for faculty with irregular workloads)
* and finally, an important issue we have struggled with for at least two rounds: the employer agreed to amending the Collective Agreement language so that the protected Tuesday meeting block lines up with the reality of our scheduling grid. (3.3.3)
As well, we have signed an LoA on the collection of departmental policies, creating a resource for faculty and departments to refer to, and another on the creation of a "Joint Committee on All Year Model" to work on adapting the agreement to the reality that we no longer teach in only two terms.