Cap Resent at Ion Final

8/3/2019 Cap Resent at Ion Final

1/19

Human Resources

GTA Collective Agreement2010 - 2012

Agenda

Welcome and Introductions

Overview of Negotiations

Review of Changes

Implementation


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Human Resources

Negotiation Team

Linda Miller - SGPS

Stephen Sims - SGPS

Michael Milde - SGPS

Ron Wagler - SGPS

Jane OBrien - HR

Jennifer Schroeder - HR


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Human Resources

Negotiations

Reached agreement over four daysbetween June and October (timing

affected by Provinces wage restraintconsultation meetings)

New Collective Agreement effectiveSeptember 1, 2010


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Human Resources

Overview of Changes

Two year agreement (expires August 30, 2012)

Definition additions

Information for the Union

Services and facilities obligation reminder and nursing mother space

Changes to grievance and arbitration procedure

Clarification of evaluation article Clarification of Union representation at meetings regarding employment

performance

Changes in lump sum amounts

Health and Safety training follow-up

Split article to add new Intellectual Property Article

Clarification around pregnancy/parental leave

New Conflict of Interest Article

Increase in amounts given to Union for health care plan and financial aid fund

Letter of Understanding to discuss Non-Discrimination/Harassment Article


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Human Resources

GTA Collective Agreement

Definitions

Days means business days.

GTAship means the employment contract between aregistered full-time graduate student and the Employer(Note: clarification in Letter of Understanding that this

does not restrict GTAship employment for thoseindividuals who are unable to fulfill full-time graduatestudent hours by reason of disability)


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Human Resources


Information for UnionArticle 6.06

SGPS will provide the Union Local with a list of

active employees (including employeeidentification number, name, program, degree, e-mail, hiring department and hours per week) eachterm For the Unions use regarding Health Care Plan

All request for information on GTAs/GradStudents should be referred to SGPS


7/19

Human Resources


Services and Facilities

Article 8 SGPS will remind Departments, Schools and Faculties

annually of their obligation to provide the resourcesoutlined in 8.06

New 8.07 which provides that a pregnant or nursingemployee may request accommodations to enable her toperform herGTA duties. Nursing employees shall have

access to private facilities for the nursing and changing ofinfants. The employee shall meet with the Graduate Chairto discuss possible arrangements. Such requests shall notbe arbitrarily denied


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Human Resources


Grievance and Arbitration

Wording change to match addition of days to

definitions

Grievances submitted to arbitration will be heardby a single arbitrator agreed upon by the partiesas opposed to a panel of three


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Human Resources


Evaluation

Article 13

Clarification in 13.01 that the Employer mayconduct an evaluation during the term.


10/19

Human Resources


Discipline, Suspension and Discharge

Article 15

Clarification in 15.03 that employees have the right to

union representation at any meeting convened with theEmployer to discuss any aspect of their employmentperformance.

Expansion of the notice of a discipline meeting from 24

hours to 3 days with notice to the Union Local in Article15.04


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Human Resources


Pay Rates One-time payments continued for this Collective Agreement

2010/11 amounts:

0.5 to 4.9 hours per week: $175

5.0 to 9.9 hours per week: $865

10 hours per week; $946

2011/12 amounts:

Totally prorated

10 hour amount of $1172.00

Only Appendices A and B to be used, without amendments

No references in OfferLetters to one-time payments

Vacation pay to accrue on one-time payments (18.03)


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Human Resources


How to make a general funding letter for 2011-2012?

In addition to the funding package described above and

as long as you are appointed as a TA, you will receive anadditional one-time payment of XX per term as outlined inthe collective agreement between the University and

PSAC.


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Human Resources


General Amendments

Article 20.05 Health and Safety

Within 6 weeks of the start of each academicterm, the Employer will advise Faculties of thoseGTAs within that Faculty who have not completedthe required WHMIS training

Article 29.01 Distribution Limited copies being printed with reference to full

agreement on the HR website


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Human Resources


Intellectual Property

Article 23

Existing article 22.04 (Academic FreedomArticle) moved to create a new Articleentitled Intellectual Property


15/19

Human Resources


Leaves of Absence

Article 24.08 - Pregnancy and Parental Language of the Article has been amended

to provide better clarity

Most recent contract now can be within 8months rather than 4 months


16/19

Human Resources


New Article Conflict of Interest

Article 28

Each employee occupies a position of trust in dealing with others inside and outside the

University. Whatever the area of activity or degree of responsibility, the Universityexpects each employee to act in a manner that will enhance the Universitys reputationfor ethical performance in all its dealings.

It is the responsibility of the employee to disclose possible conflicts of interest withrespect to carrying out her/his duties. The conflict or possible conflict will be formally

disclosed in writing to theP

erson designated by the Department,S

chool or Facultybefore any action or decision is taken. The Person designated by the Department,School or Faculty, after consultation with the employee and any other appropriatepersons, shall determine whether a conflict, actual or apparent, exists, and determinean appropriate course of action as per University Policy. The Union RegionalRepresentative will be notified upon determination of a conflict.


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Human Resources


Conflict of Interest continued...

There are numerous ways in which conflict of interest can arise. Examples includerelationships that involve a sexual or close personal relationship with a currentstudent, teaching a student who is a close relative or close friend, excessivesocializing with students outside class, lending money or goods to, or borrowing

from students, or offering additional instruction to a student or a group of studentsoutside of the regular class for a fee.

In addition to the reporting requirements under 28.02, employees are encouragedto discuss any possible conflict of interest with the Union Local as soon aspossible.

Clarity note in new Letter of Understanding: The application of this article is limited to GTA related employment activities.

The term student in this Article does not refer to otherGTAs, graduate or undergraduate students withwhom the employee is not engaged in a supervisory capacity. The borrowing and lending of nominalitems that arise naturally from the GTA-student relationship (i.e., books related to the subject of inquiryor interest) and that would not give rise to a reasonable apprehension of bias or bribery, are notcontemplated in this Article.


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Human Resources


Letters of Understanding

An increase of $10 per employee to contribute towards the cost of thehealth care plan arranged and administered by the local

An increase in the amount given to the local each year to use as theGTA financial aid fund

New letter of understanding whereby the parties have agreed toengage in discussion in relation to a University wide policy onDiscrimination and Harassment


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Human Resources


Questions?

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