Official Website for OPSEU Local 415

Register NOW on the Partial-Load Registry

Register NOW on the Partial-Load Registry

One of the major gains from this round of bargaining is the Partial Load Registry that serves to prioritize the hiring of Partial Load employees who have registered their interest in being employed as a partial load employee in the following calendar year.

Partial-Load Registry Application Form – 2019 Calendar Year

All partial-load employees employed for all or part of the period from September 1 to December 31, 2017 will be deemed to have registered for the 2018-2019 academic year; however, by October 30th in each calendar year , a currently or previously employed partial-load employee must register their interest in being employed as a partial-load employee in the following calendar year.

Further employee information regarding the Partial-Load Registry may be found on the following college webpage:


Register NOW on the Partial-Load Registry:

The college Partial-Load Registry Application Form for the 2019 Calendar Year is located at the following webpage:

Note that all requests to be added to the registry for the 2019 Calendar Year must come in before October 30th, 2018.

Pat Kennedy, President

OPSEU Local 415

Ford is taking Ontario colleges back to the dark ages

OPSEU filed a second Charter today about the cancellation of the provincial task force, arguing that this cancellation has significantly interfered with OPSEU CAAT-A Charter protected bargaining rights.$G1Ref


RM Kennedy,

CAAT-A Divex

OPSEU Local 415 Bulletin – August 21, 2018

Welcome back to members who were on annual vacation. For those members who were working at the college this summer, I hope you had a good Spring/Summer semester.

I want to take this opportunity to let you know about some of the union local’s priorities for the fall semester:

  1. Stop the Abuse of Partial-Load Faculty

Since the Kaplan award was released, we have been attempting to engage the college regarding the changes to article 26 – Partial-Load (PL) Employees. Despite our efforts to get a clear response from the college on the partial-load registry, the college has been sending mixed messages about PL workloads and seniority.

Since the spring PL members have been advising us that their fall hours have been reduced and that the college is not following the new seniority language. In fact, a number of serving PL members have reported that they were not offered PL hours at all. PL members are frustrated that they have either received inadequate responses or no response at all from management when they inquire about their workloads. Unfortunately, we received even more inquiries from members over the summer.

We have also been advised that in light of the recent St Lawrence decision that member PL coordinators are being told they must choose between teaching and coordinating as the college will no longer be offering them layered contracts. The work still exists. Instead of acknowledging this as full-time work and doing the right thing by making these full-time positions, they are shuffling the work around as reported by a number of PL members this past spring.

This is no way to treat our dedicated colleagues. The local will continue to question the college on their decisions in regards to the Kaplan award. We are consulting with OPSEU legal and the DivEx on actions we can take as a local. We are also encouraging PL members to tell us their stories.  The local will do everything in its power to ensure that our PL colleagues are treated fairly, and we will provide them of what their options are under the collective agreement.

  1. Unanswered Official Requests for Information

Since January, the local and members of official union/college committees, such as the College Employment Stability Committee (CESC), have made requests for information from the college that they entitled to in the performance of their duties. In many cases, the college does not reply at all. In one case, a member of the CESC made an initial request of the college over 100 days ago. We are still awaiting a response, despite sending follow-up requests directly to the president of the college, who is also a member of the committee.


  1. Mishandling of Issues

Since returning from the strike, the local has been made aware of several situations where members have brought issues to management’s attention that of gone largely ignored. Some of these situations are of a severe nature. They include, but are not limited to sexual harassment, racism and gender discrimination. These are very serious issues that the local is working with the affected members on. We will support them in making sure these issues are properly addressed by the college.

We have a particularly disturbing case brought to us in the past few weeks. A racialized female teacher has been denied a leave without pay for family reasons. When we reviewed our case files we found examples where non-racialized female members have been granted leave without pay for family reasons on two occasions.

Additionally, there has been a grievance filed stating that “The Employer has failed to address sexual harassment in the workplace creating a toxic and harmful workplace environment.  As well the College has failed to provide a working environment that is physically and psychologically safe.”

I have been invited to the President’s Breakfast to say a few words about our priorities; however, I am on vacation until the end of August. Be rest assured, our priorities are simple – that the College follows the Collective Agreement.

If you have any questions or want to discuss issues you or your colleagues are facing, please feel free to stop by the union office or send us an e-mail to us:


In Solidarity,


Pat Kennedy

President, OPSEU Local 415

OPSEU Indigenous Circle – Call for Applications

Hello Local Presidents and Highest Ranking CAAT, BPS, OPS:

We are asking that you please circulate this email and the attached application forms throughout your regions and locals. 

The OPSEU Indigenous Circle is inviting OPSEU members who self-identify as Indigenous to apply for a position on the OPSEU Indigenous Circle to fill vacancies in Region 3, Region 4 and Region 7. 

The role of the regional representative on the Indigenous Circle is to create and maintain networks within the region, to develop and promote programs, to encourage First Nation (Status or Non Status), Métis and Inuit members to participate in union activities and to increase the awareness and understanding of Indigenous issues throughout the OPSEU membership.


Application process attached here

Interested applicants shall submit a statement of interest that outlines: 

1.     Who are you? Describe the traditions or culture you are from, (if known).

2.     How have you been involved in your community, union etc.?

3.     What strengths (personal, social, cultural) do you bring to the Indigenous Circle?

4.     Why do you want to be a Representative on the Indigenous Circle?


Selection process 

The Equity Unit will ensure an anonymous selection process. 

The Indigenous Circle will select the new Region 3, Region 4 and Region 7 representatives based on the following considerations: 

·        previous activist experience;

·        willingness to share cultural knowledge to the Indigenous Circle and OPSEU; and

·        openness to learning various Indigenous cultural activities. 

A decision will be made at the Provincial Indigenous Circle meeting in September and all applicants will be notified accordingly. 

Please forward completed statement of interest to the Equity Unit (e-mail to or fax to 416-448-7419) no later than 5:00 p.m. on August 24, 2018. 

PDF iconDownload a copy of the call


If you have any difficulty reading the attachment, please contact

Distance Education On-Line Courses

The faculty union recommends that Partial Load faculty who either do not have a full-load of 12 hours per week or who have been denied Partial Load employment status because their manager has advised them that there are no courses available, check out the Distance Education courses that are are available, using the following link:


This link will take you to the Centre for On-Line Learning home page, where you can click on the various links there to determine if there are any courses that you have previously taught but are now not being offered through the regular process.


Where such cases exist, you are advised to contact your manager with a list of courses that you would like to teach as a Partial Load employee.


Should you be denied access to teach any of those courses, you are encouraged to contact the local with the specific details via  As a reminder, you should keep a copy of any correspondence between yourself and your manager.


Pat Kennedy, President

OPSEU Local 415

June 12 Meeting – Equal Pay for Equal Work

Attached is a summary and the PowerPoint notes from the meeting held on June 12 re: equal pay for equal work (Bill 148) for contract faculty.

Please direct any questions to

June 12 Equal Pay for Contract Faculty presentation

June 12 College Contract Faculty meeting

CAAT-A Divisional Executive Team

Program Cuts – 22 May 2018 Update

I want to present a profile on Rod Bain, professor in the Heritage Masonry program in Perth. I have known Rod for several years since he began his teaching career at the Perth campus in 2003. Rod is a mason and carpenter by trade and has a diploma in Technological Education from Queen’s University. Additionally, Rod is a union steward has served on two Academic Bargaining Teams, CAAT-A Divisional Executive and is currently a member of the College Employment Stability Committee (CSEC). 

Notwithstanding the claims of senior administration, there has been no remediation related to the program that Rod has been made aware of. The last time PQR was completed was 2015-2016 and Rod was not assigned to participate in that process, even though masonry is his area of expertise. The PQR identified that Program Advisory Committee meetings have not been held regularly in accordance with college policy, although the college did have a meeting on April 26, 2018 with the Ontario Masonry Training Centre, which was conducted when Rod was teaching. 

As we know, Algonquin faces a self-inflicted $25 million-dollar shortfall, having acknowledged it has underpaid its part-time and sessional employees for years. Now that it has been legally forced to follow its core values (chiefly Caring, Respect, and Integrity) with respect to paying its employees equally for equal work, the College has turned its eye inward on the programs it offers students and to find savings. 

You should also be aware that it seems that the College is targeting a program that is unique – having a large restoration component, not offered anywhere else in the province and thus is free of competition from other Colleges for students.  Indeed, just such a program enjoys wide scale support not only from industry leaders and leading industry employers, but from major manufacturers as well. Imagine how beneficial it would be if these partnerships with industry could yield large scale product donations and if such a program was also actively involved in several campus and community beautification projects. 

To further this scenario, imagine if this unique program had a 100% placement rate for its graduating students and was a primary source of hiring entry level employees into this industry. Imagine if this program could consistently perform well above College averages for KPIs in student and employer satisfaction. It would seem that such a program would be a winner, and perhaps a template for other programs.   

Well, think again. Just such a program already exists at the College, or I should say existed at the College: Heritage Masonry at the Perth Campus.  Despite, having all the attributes listed above, the College has announced that it will not be accepting any more students into this program. 

The drawback to offering a unique program is you can’t get students if no one knows about it. The College has never been consistently good at marketing individual programs, and this is a textbook case. Even without any competition, the college has repeatedly failed to fill this program. Despite this, the College has not altered its marketing approach around this program. 

President Cheryl Jensen has stated:

“In all cases, program performance data are provided each year to all academic departments so that faculty, staff, and administrators can work together to collectively develop remediation plans for programs that are underperforming.” 

Yet, there is no evidence that any of this is true in the case of the Heritage Masonry Program, and after repeated requests by the union for this information, the College continues to remain silent. 

It seems the quality of a program or the fact that it meets a very real industry demand, assists in maintaining our countries-built heritage, and produces graduates who are in demand holds no sway for the College. In its actions herein, the College is revealing its one true core value: indifference. 

Rod will be presenting to the Academic and Student Affairs Committee of the Board of Governors on May 28, 2018. I thought it was important to provide some background on some of the faculty whose programs have been impacted by the seven program intake suspensions. 

We will continue to report on our findings from the College Employment Stability Committee. It is clear that we will need to pay continued attention to the various expenditures the college has made over the past few years that resulted in financial loses. 

Pat Kennedy, President

OPSEU Local 415


While the college continually asks “What will I do today to demonstrate our values?”, it also continually fails to be accountable for the mismanagement of its own affairs, be it Jazan, failed IT projects, program intake suspensions or mistreating its employees. 

As you will discover below, even middle managers are subject to mistreatment by Human Resources. It will become clear that the college is not living up to its core values and that senior administration is not looking after the best interests of students, faculty and staff with upcoming program cuts.


May 15, 2018

On March 23, 2018 the Honourable Justice Kane issued a scathing decision, calling out Algonquin College for its treatment of a long-service employee.  

 The decision is particularly notable due to its assessment of the work done by Labour Relations at the College.

 In describing decisions made by Katherine Root, formerly labour relations specialist and current employee of the College, Justice Kane writes:

[59]           It is inconceivable that an alleged specialist in labour relations, in a report recommending dismissal for cause, would interpret the above brief December 24 email exchanges between two employees who had worked together at Algonquin since November 2011 and despite the denial of each while being interviewed, would then rely upon and report this as evidence of a personal relationship in order to record this as a conflict of interest by Ms. Edmond as a member of the Selection Committee.

Elsewhere in the decision, Justice Kane writes:

[64]           The Report recommending dismissal for cause contains misstatements of fact which Ms. Root knew or should have known to be the case, as well as unsupported conjecture or speculation.  Such matters should not have been presented as determined facts in support of a dismissal for cause.

OPSEU, Local 415, is especially troubled by one of the reasons cited by the College to terminate an employee – that as a member of the Management team, she had “breached” the trust by communicating with a Union representative. Justice Kane writes:

Ms. Root omits to report that this communication with Ms. Strickland including what was said, was reported by Ms. Edmond at the time via email to her superior who like Ms. Root in her affidavit, did not consider such communication a breach of trust or inappropriate.      


Introducing Mr. Noah to another Algonquin employee and union representative within that institution’s certified bargaining relationship is not a breach of trust towards the employer or grounds to dismiss for cause as so reported.

The terminated employee was awarded compensation in the amount of one year, which amounts to approximately $100,000.

The decision in full can be found here.

Pat Kennedy, President

OPSEU Local 415

Letter to Board of Governors – Pending Closure of the Academic Upgrading Program in Smiths Falls and Lanark County

Wednesday, May 2, 2018 

I am writing to you today to express my deepest concerns regarding the pending decision to close the academic upgrading (AU) program in Smiths Falls. 

I am the professor and program coordinator for the AU program in Smiths Falls and Lanark County. AU classes have been offered in Smiths Falls since the mid-1980’s. The program is funded in full by the Literacy and Basic Skills contract with the Ministry of Advanced Education and Skills Development (MAESD). There is one full time and two part time staff. The AU program is a continuous intake program. 

For more than 30 years, this program has helped many people obtain the required skills and academic credentials to go on to post-secondary programs, employment training or directly to sustainable employment. Through academic upgrading, students may complete the Academic and Career Entrance (ACE) certificate which is equivalent to grade 12. The majority of our graduates who are wanting to go on to post-secondary training select Algonquin College as their post-secondary institution of choice. The AU program in Smiths Falls and Lanark County is closely connected to a network of programs and services available in Lanark County such as employment services (3 offices), Ontario Works, and the Perth Campus.

The Smiths Falls AU program is important to the residents of the area as many are receiving social assistance or have had their income drastically reduced due to the economic instability of the area over the past 10-12 years. Consequently, many do not own vehicles. Transportation to other academic programs such as the Ottawa campus is an issue; so having the service of AU closer to home allows these students to have an opportunity, through ride sharing and other travel arrangements, to gain the skills required to move to the next phase of their lives. 

On March 12, 2018, my staff and I were told by my manager that, as a result of the implementation of Bill 148, the academic upgrading program in Smiths Falls and Lanark County was slated to be closed. This was the first time I had heard that the program was even being considered for closure. At the time, my manager did not have a definitive time frame as to when the program was slated to close, but she thought it could be the end of June of this year. We were, therefore, instructed to keep this information out of the public ear until more information could be gathered. My manager also informed me that, because this site is funded through a contract with MAESD, the College would need to have a conversation with the Ministry before making a final decision. Last week, I learned that apparently a conversation has occurred between the College and MAESD, but I was not informed of the results of the conversation. I have asked my manager and my union president, and neither have been able to get any answers or updates for me as to if and/or when this site will close. 

Since March, my staff and I have kept quiet about the pending closure. We have kept daily activities to business as usual and, as such, have continued to accept new students into the program. These students believe that, if necessary, they will be able to continue their upgrading courses into the fall at this site because that is all we can tell them. We feel like we are lying to our students. For my part time staff, being left in limbo is very stressful. They are unsure if they should be looking for other work. They enjoy their work at the Smiths Falls Centre and are distressed that no one is giving us any information. I am starting to see a lack of enthusiasm in my staff which I have never experienced before. The not-knowing is the hardest part. 

Furthermore, the seven other Algonquin programs that were recently suspended were made public in March. Since then, these programs have had the opportunity to rally public support in defense of not suspending the program. Because our announcement has yet to be made (or even decided), we have not been given the same opportunity to rally public support. I am certain that we would be able to generate a lot of support from the public, current and former students and staff, and referring agencies and support networks if given the opportunity. 

I have been the program coordinator for the AU program in Smiths Falls since 2001. It is my opinion that the closing of this program will have a devastating effect on our students, our communities, and the college’s reputation in Lanark County. I predict that many of the students will give up their upgrading studies and not return to the College for post-secondary programs. There will be a gap in service to the residents of Lanark County as some are not able to succeed in other offerings of high school equivalency programs (i.e. local high school adult education programs). More residents will remain on assistance because they will not be able to gain the skills to succeed in training or employment. 

I have been a proud member of the Algonquin College community for more than 30 years. I love the work I do, and I believe it shows in our results. While it is sometimes difficult to quantify the effects of AU on a community with data, the true stories are in the individuals who have been able to make a positive change in their lives as a result of gaining skills and confidence that could be applied to new learning or sustainable employment. The academic upgrading program makes a difference.

As a long time Algonquin College employees, I am appalled at the lack of consultation and communication I have received since the College sent my manager with the news of the pending closure. I respectfully request an opportunity to advocate for the academic upgrading program at an upcoming meeting of the Board of Governors.



Anne Davis

Professor and Program Coordinator

Academic Upgrading

Smiths Falls Centre 

Faculty Member, OPSEU Local 415

Program Cuts – 30 April 2018 Update

 I want to present a profile on Mark Stevens, professor in the Motive Power Technician program in Pembroke. I have met Mark on a number of occasions primarily dealing with the intake suspension related to his program. Mark is a Master Mechanic who also has operated his own business for many years prior to joining Algonquin.

Notwithstanding the claims of senior administration, there has been no remediation related to the program that Mark was been made aware of. The last time PQR was completed was 2012-2013 and that one was the first and only one ever done. Keep in mind, as well, that the new campus opened just four years ago with dedicated space specifically for this program.

You should also be aware that since 2014 Mark has requested a one-week PD course which specializes in electric vehicles. The training center for this course is recognized around the world and has been largely followed. Each request was denied by management. Mark was trying to get ahead of the curve with a niche offering in this area to support his program. The US Military has taken this training as well as   many secondary education institutions. The Petawawa military base is as close as you can get to Algonquin! I can only assume that the Canadian military would have the same interest as the US Military.

The mind-numbing piece of information on this was when I found out that he had secured with the help of Pauline Edmonds a plug-in hybrid electric car for free.

Mark will be presenting to the Academic and Student Affairs Committee of the Board of Governors in May. I thought it was important to provide some background on some of the faculty whose programs have been impacted by the seven program intake suspensions.

We will continue to report on our findings from the College Employment Stability Committee. It is clear that we will need to pay continued attention to the various expenditures the college has made over the past few years such as the losses associated with the Jazan Campus.


Pat Kennedy, President



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