This message is just a quick reminder about the 2017 strike settlement that October 1 marked the date that the negotiated 2% pay increases came into effect for Full-Time and Partial-Load Faculty. As a note, this is the final automatic increase before we enter negotiations in 2021.

We encourage you to check Workday to ensure you are being paid correctly. To check about your correct level of compensation in Workday, follow these steps:

1. Log into Workday
2. Select Personal Information in the Applications window
3. Scroll down and select About Me in the View window (your name and employment status should now appear)
4. Select Compensation, which will show your Total Base Pay, your Step Level, and the date you were hired
5. Review your total Base Pay to ensure it matches the Salary/Hourly Rate schedule applicable to your Step Level in the Collective Agreement (CA).

To find your appropriate Salary/Hourly Rate in our Collective Agreement, please review the list below:

• Salary Schedules for Full-Time Professors, Counsellors and Librarians
  • Art 14.03 A 1 (a), page (27)
• Salary Schedules for Full-Time Instructors
  • 14.03 A 2 (c), page (29)
• Post-Secondary Partial-Load Professor Hourly Rate
  • Art 26.04, page (51)
• Non-Post-Secondary Partial-Load Professor Hourly Rate
  • Art 26.04, page (52)
• Post-Secondary Partial-Load Instructors
  • Art 26.04, page (53)
• Non-Post-Secondary Partial-Load Instructors
  • Art 26.04, page (53)

If you are not receiving the correct pay, please contact the local for assistance at comms@locallines.org

In solidarity,

Annette Bouzi, President
David Haley, First Vice-President
Enrico DeFrancesco, Second Vice-President
Shawn Pentecost, Treasurer
Judy Puritt, Secretary

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 (flielej@algonquincollege.com )& Leslie Wyman (wymanl@algonquincollege.com)

JOHSC Faculty Reps

Algonquin College

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.

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

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.

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.

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

Please read full document here to answer your important questions

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

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