Official Website for OPSEU Local 415

New updates from the Joint Occupational Health and Safety Faculty Reps

Did you know there is a new OHS Standard related to children on campus? 

A recommendation was sent from the Joint Occupational Health and Safety Committee to the college to establish the OHS Standard. The policy is not in reference to “bring your child to work day”, or other college sanctioned events, but is related to a situation where a student brings a child to sit in on the class. 

A Faculty member is NOT required to allow the child in the class. BUT if you do allow, then it is essential that you contact your Manager in the moment to request their agreement. If the Manager agrees, then according to the Occupational Health and Safety Act, the Manager is considered the “supervisor” in that situation. If the Manager does not agree then the Faculty member is considered the “supervisor” in that situation. NOTE that the definition of “supervisor” at the college and  “supervisor” in the Occupational Health and Safety Act are not the same. A person who has met the definition of a supervisor within the meaning of the OHSA assumes the legal responsibilities of a supervisor under the Act. It is strongly suggested that you get your Manager’s agreement in writing.” 

Did you know that personal vehicle use for work-related duties might cost you? 

As posted on the Risk Management site: “If you are using your personal vehicle for work related duties, your personal insurance policy would respond for accidents in involving injury or damage. In Ontario, insurance follows the vehicle regardless of the driver or legitimate activities of the vehicle. The Ontario insurance act requires any accident involving damage or injury to be reported to your insurance company within 7 days. It would be beneficial to consult with your insurer if you are using your vehicle for work purposes to ensure you meet the proper declaration requirements of your policy. Algonquin College holds additional liability insurance that may be applied if your personal limits have been exceeded. This policy does not cover physical damage or your vehicle.” 

Don’t want to use your own vehicle? Then speak to your Manager about the options for rentals or college vehicles or other modes of transportation. Is your Manager’s response that you have to use your own vehicle? Depending on if you agreed on a contract to use your own vehicle, then that could be a Labour Relations issue. Contact Human Resources for information.  

Questions or concerns about Health and Safety at Algonquin College? Contact a JOHSC rep or Risk Management  (x5357).


Judy Flieler ( )& Leslie Wyman (

JOHSC Faculty Reps

Algonquin College

Faculty response to request for assistance in calling campaign

We have become aware that managers have been sending out requests to various faculty members to participate in a calling campaign to new potential students. We are concerned for two reasons: one, this is work that belongs to the support staff bargaining unit which should be respected; two, faculty are feeling pressured to volunteer.

Our advise is that you decline and recommend that the college arrange for the appropriate support staff resources to complete this work.

January 21,2016 WMG Update to Faculty

This is a new feature initiated by the local in order to update faculty on a more regular basis regarding workload assignments across the college so that all faculty are equitably treated by their managers. the driving force behind this particular report is the college’s assignment of Professional Development.

Please read WMG Update to Faculty-January 21

OPSEU Local 415 Communications officer

Advice to members regarding PD

We have been contacted of late by faculty who have expressed concern about PD they have been directed to take by their respective managers.

Please be aware of your rights under the Collective Agreement with respect to PD: Article 11.01 H

11.01 H1: The College shall allow each teacher at least ten working days of professional development in each academic year.

11.01 H2 Un -less otherwise agreed between the teacher and the supervisor, the allowance of ten days shall include one period of  at least five consecutive working days for professional development.

11.01 H3 The arrangements for such professional development shall be made following discussion between the supervisor and the teacher subject to agreement between the supervisor and the teacher, and such agreement shall not be unreasonably withheld.

The intention of PD is that it is faculty driven. If the college offers a PD opportunity, and the faculty member wishes to take it of his or her own choosing,there is no issue.

However, an issue arises when faculty are told to take certain PD. It is no longer faculty driven when it is mandated by the College. The union argues that is no longer PD but assigned work. The option then is for faculty, who do not wish to use up their PD entitlement to do college directed PD, to insist that the college directed PD be acknowledged as assigned work. The significance is that the work must then be noted on your SWF as additional complementary functions on an hour-for hour basis, and your SWF would have to be reviewed to reflect the added activity.

If you have any questions on the matter, please contact the union office at 7716.

Workload Issues

Coordinator’s Workload Spreadsheet

The Coordinator’s Workload Spreadsheet was constructed for the membership as a result of discussions with numerous coordinators who have indicated to the local that their managers do not have an accurate appreciation of the coordinator duties being performed in their departments. While the example spreadsheet of possible duties is non-exhaustive, it should serve as an excellent starting-point to establish SWF complementary hours and to negotiate the level of Coordination Allowance as outlines in article 14.03 A 3 in the Collective Agreement.

Please look  here for the spreadsheet

Note that If your manager does not agree with the duties you are performing, typically because s/he does not want to provide you with the calculated complementary hours on your SWF, then you should ask the manager what s/he does not want you to do,delete the item from the calculation and then discontinue doing the work items.

Payout of Excess Vacation

All Full-time Faculty Please see this advise  here from the union local to those members that have excess annual leave.

Questions and Answers

Please read full document here to answer your important questions

Myths or Fact

Read here if you understand all the facts or are they myths

History of Collective Bargaining

Know your history, read here on the Collective Bargaining and strike Votes.

Workload Issues


1. Extended Hours

The Union has grieved the unilateral decision by the College to extend the work day to 10:00 pm. The results from the survey of faculty on extended work hours (which may be seen on our web site at reflect an overwhelming concern for the negative impact extended hours may have on program quality, student success, and the personal lives of faculty and students.

Our advice:

(a) When you receive your Fall 2009 SWF, in the comments section add the following: “It is my expectation that I will not be scheduled beyond 6:00 at night.”

(b) When you receive your timetable (likely sometime over the summer), if it indicates teaching beyond 6:00 PM notwithstanding your SWF notation, then contact the Union office at 7716 immediately upon your return from vacation.


The Union maintains that faculty have a legitimate right to ask for the assignment of COMMS related work to be put on their Fall 2009 SWF even if the work is to be completed this spring. Our experience is that when faculty have insisted that they have the COMMS work recognized on their SWF, management no longer insisted the faculty do the work.

Our advice:

Whether you are asked or told to do COMMS work, insist that the work be added to your Fall 2009 SWF. If the manager refuses to put the work on your SWF but insists on you doing the COMMS work, refer your SWF to the Workload Monitoring Group.

3. Curriculum Development (CD)

The May-June period is a non-teaching period for most faculty. That time is for you to do whatever work you feel as a professional needs to be completed for the upcoming academic year. However, your manager may direct you or ask you to do curriculum development.

Our advice:

Whether you are asked or told to do CD work, insist that the work be added to your Fall 2009 SWF. If the manager refuses to put the work on your SWF but insists on you doing the CD work, refer your SWF to the Workload Monitoring Group.

4. Revised Directive E33 and Learning Schedules

Recently the College issued a revised E33 which now directs faculty to include a “learning schedule” to be appended to the course outline. The “learning schedule” is what most faculty would refer to as the “weekly schedule.”

This change, like the move to extended hours, was also conceived without faculty consultation. The Union views the weekly schedule as something that is rightfully the responsibility of faculty and should not be mandated by the College. For one thing, it speaks to the erosion of academic freedom, to restrict the way classes are managed in a way each member feels is most appropriate. The other concern is that the weekly schedules may be used by the College in any future strike to hire replacement workers (also known as scabs). This very legitimate concern is supported by the actions of the College prior to and during the 2006 strike. Faculty who were present in 2006 are well aware of the attempt by the College (under threat of potential discipline if we did not comply) to have us turn over all marks prior to the strike start date. Our suspicions as to why the College wanted the marks were confirmed later when the College retained replacement workers (scabs), particularly for the graduating semester courses.

Our advice:

(a) If you are asked or directed to add a “learning schedule” to your course outline, insist that the work be added to your Fall 2009 SWF. If the manager refuses to put the work on your SWF but insists on you doing the schedule, refer your SWF to the Workload Monitoring Group.

(b) As there is no indication how much detail must go into a “learning schedule,” the Union believes it would be prudent for the schedule to be as minimalist as possible.

Please if you have any questions or concerns e-mail Pat Kennedy and /or

Jack Wilson

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