Question 1

Collective Bargaining Refresher (2024-09-11)

cpandersonmtroyalca · Accepted Answer

[to view the refresher in pdf click here]

Refresher to MRFA Collective Bargaining

Dear MRFA Members,

Please let this document serve as a brief refresher to the current status of collective bargaining as we return from summer vacation.

Bargaining Mandate Approved by Membership (16 January 2024)

Overview of Topics (2024-06-06)

Topic	Status	Summary	Links to Bargaining Blogs
Contract Employee Cancellation Payment[MRFA #11]	Green Sheet #01	Expands the cancellation period to two (2) full weeks and prevents the possibility of avoiding the cancellation payment through a subsequent offering that is not accepted by the Employee.	Blog 6, Blog 7, Blog 8, Blog 9
Definition of Immediate Family[MRFA #12]	Green Sheet #02	Aligns the definition within the collective agreement with the federal standard, recognizing diverse family structures in our workforce, and supports employee well-being by fostering a more inclusive definition of family that acknowledges the importance of a broad support network beyond traditional immediate family ties.	Blog 6, Blog 7, Blog 10
Attendance at Court Proceedings[MRFA #10]	Green Sheet #03	Provides Employees with access to leaves associated with attending legal proceedings, either as a witness, a juror, or a party to the proceeding.	Blog 6, Blog 8, Blog 11, Blog 12, Blog 13
Political Participation[MRFA #15]	Green Sheet #04	Provides Employees with access to leaves associated with seeking political office and participating in the democratic process.	Blog 6, Blog 11, Blog 12, Blog 13
Access to Information & Equity (Article 2)[MRFA #8]	Green Sheet #05	Ensures that the Association has access to requisite data essential for the operation of the Association, maintaining accurate membership records.	Blog 9, Blog 11, Blog 12, Blog 14, Blog 15
Access to Information & Equity (Article 14)\[MRFA #8]	Green Sheet #06	The updated language in this article will allow the Association to account for the actual total amounts used in both the List-A and coordination funds.
Access to Information & Equity (Article 18.1)[MRFA #8]	Green Sheet #07	The addition of reporting on the use of FDC funds will allow the Association to monitor its use and better inform them of its capacities.
Access to Information & Equity (Article 18.6.3)[MRFA #8]	Green Sheet #08	The requisite data is important for the operation of the Association as it allows for monitoring of the usage and capacity of the contract development fund.
Resources for Employees[MRFA #18]	Green Sheet #09	Outlines the resources that Employees shall have access to and may have access to.	Blog 11, Blog 12, Blog 13, Blog 14, Blog 16, Blog 17 Blog 18
Lab Instructors and Senior Lecturers - Assess the continued utility of the Laboratory Instructor L1 appointment category[Board’s Interest]	Green Sheet #10	Removes the unused position of “Laboratory Instructors - L1” from the collective agreement.	Blog 12, Blog 13, Blog 15, Blog 16, Blog 17, Blog 18
Lab Instructors and Senior Lecturers - Clarify service expectations and service opportunities for Senior Lecturers.[Board’s Interest]	Green Sheet #11	Aligns Article 6 with existing clauses within the collective agreement, providing clarity regarding Senior Lecturers’ access to service opportunities.	Blog 12, Blog 13, Blog 15, Blog 16, Blog 17, Blog 18
Essential Services Agreement	Approved	The parties have reached an agreement with respect to the Essential Service Agreement, and the parties are now waiting for final approval of the document from Alberta’s Essential Services Commissioner.	Blog 8
Grievance Procedure[Board’s Interest]	Impasse	The Board expressed interest in modifying the Grievance Procedure to shift the procedure workload onto the Employee at the onset of the process, while allowing for more relaxed timelines for the Board’s activities. The Association requested that the topic be discussed through a sub-committee to allow for relevant subject matter experts to be brought into the discussion, but the Board refused and discussion of the topic reached impasse.	Blog 7, Blog 8
Memoranda of Understanding (The Creation and Phasing-in of Senior Lecturers)[Board’s Interest]	Impasse	The parties hold differing opinions regarding the longevity of the Fixed-term appointment category; the Board is interested in phasing-out Fixed-term appointments, while the Association is interested in maintaining provisions for existing Employees with Fixed-term appointments. Additionally, the parties disagree on the transition period associated with existing Fixed-term employees and the existing internal hiring preferences for senior lecturers.The Association was willing to agree to the Board’s understanding that would i) allow all Employees who currently have a Fixed-term appointment (i.e., incumbents) to renew and remain on Fixed-term appointments indefinitely, and ii) to delete Article 4.11 (i.e., Fixed-term Appointment) from the collective agreement once the last incumbent had left the university if the Board maintained the requirement that Senior Lecturer positions be advertised internally first even after the last incumbent had left the university.The Board rejected the Association’s offer and maintained their stance that without an agreement all existing Fixed-term appointments will expire on 14 August 2025 (with no renewals taking place thereafter), and all incumbents will be eligible for appointments as regular Contract Employees (therefore losing all benefits that they received as Fixed-term appointments). The Association stands by the fact that the rights of incumbents currently in the agreement will continue.	Blog 6, Blog 7, Blog 8, Blog 9, Blog 10
Reduction in Teaching Workload for Full-time Faculty[MRFA #22]	Impasse	The parties have initially discussed their interests and concerns. The Board concluded by stating that a reduction of teaching workload for Full-time Faculty would be financially untenable.	Blog 14, Blog 17
Sabbatical Eligibility for All Full-time Employees[MRFA #19]	Impasse	The parties have initially discussed their interests and concerns. The Board concluded by expressing a desire to maintain differential treatment and benefits across the various employment categories.	Blog 15, Blog 17
Scholarship & Research[MRFA #21]	Impasse	The parties have initially discussed their interests and concerns. The Board concluded by stating that the collective agreement is not an appropriate place for language related to the working conditions associated with Scholarship & Research.	Blog 15, Blog 17
Workload Reduction in 1st Year of Full-time Appointment[MRFA #26]	Impasse	The parties have initially discussed their interests and concerns. The Board concluded by expressing a desire to maintain flexibility in allocating reductions on a case-by-case basis.	Blog 14, Blog 17
Class Sizes[MRFA #23]	Stalemate	The parties have initially discussed their interests and concerns. The Board concluded by expressing a desire to maintain differential treatment and benefits across the various employment categories	Blog 14, Blog 16
Cost of Living Adjustments (COLA)[MRFA #1]	Stalemate	The parties have stark disparities in perspectives in what salary adjustments are appropriate. The Association is interested in addressing the impact of inflation on purchasing power and requested a significant increase to address these concerns. However, the Board expressed skepticism about the feasibility of such proposals given financial constraints and legislative restrictions.	Blog 10, Blog 18.
Improving the Contract Salary Grid[MRFA #4]	Stalemate	The Association seeks to ensure that all Employees receive ‘equal pay for equal work’; in short to ensure that Employees are paid equitably for teaching through linking the various salary scales. The Board maintains that the difference is necessary and appropriate to articulate the different employment relationships that Employees have with the Board.	Blog 10, Blog 18.
Protection from Outsourcing and Erosion of Duties[MRFA #17]	Stalemate	The parties have some agreement with respect to limiting the ability of members of senior administrations ability to teach academic courses, but the contention rests on the extent to which limits are reasonable.	Blog 7, Blog 9, Blog 11, Blog 12, Blog 14
Term of Agreement	Stalemate	The parties currently disagree with respect to the length of the new agreement, with the Board expressing interest in a longer agreement to provide certainty for a longer period and with the Association interested in a short agreement to respond to changing inflationary pressures.	Blog 10
Vacation and Holidays[MRFA #20]	Stalemate	The Association proposed adding National Day for Truth and Reconciliation (September 30) to the list of observances and holidays. The Board has expressed their disagreement with the inclusion, insisting that the day remain a work-day.	Blog 11, Blog 13
Appointment Type Ratio (Full-time / Contract Ratio)[MRFA #9]	Ongoing Discussion	The Association tabled a proposal to create a link between the number of Full-time Employees and the number of Full-time Learners. The Board is currently reviewing the proposal.	Blog 17
Collaborative Leadership[MRFA #5]	Ongoing Discussion	The Association presented a proposal related to Collaborative Leadership and its impact on Indigenization and Decolonization. In reviewing the proposal, the Board raised concerns, prompting the Association to revise and resubmit the proposal, which is currently being reviewed by the Board.	Blog 12, Blog 13, Blog 15
Compensation for Mandatory Training(s)[MRFA #24]	Ongoing Discussion	The parties have some agreement with respect to ensuring that Contract Employees are compensated for mandatory training that are over-and-above regular expectations of their appointments, but the time period for which the compensation covers is still being discussed.	Blog 14, Blog 16, Blog 17
Contract Employees' Access to Pension and Other Benefits[MRFA #2]	Ongoing Discussion	The parties have engaged in a preliminary conversation of the topic, with the Board raising a variety of concerns to the topic. The Association is in the process of developing a proposal that would satisfy their interests, while attempting to address the Board’s concerns.	Blog 16
Discipline Process[MRFA #13]	Ongoing Discussion	The Association tabled a proposal to create clarity within the discipline process, which built upon recent grievance settlements associated with the investigation and discipline process. The Board is currently reviewing the proposal.	Blog 18
Emergency Provision[MRFA #25]	Ongoing Discussion	The Association tabled a proposal to create clarity with respect to Members’ rights and expectations should they be directed by the Board to change the location of their teaching. The Board is currently reviewing the proposal.	Blog 17
Evaluation of Teaching[Board’s Interest]	Ongoing Discussion	The Board brought forward an interest in modifying the process of evaluating teaching. The Association is currently reviewing the proposal and developing a response.	Blog 12
Financial Emergency[MRFA #14]	Ongoing Discussion	The parties had an initial discussion of the topic, with the Association presenting its interests in increasing the vigor of the existing article. The Board stated that they have no interest in setting the bar for financial emergency any higher. Currently, the Association is considering its next steps and if they should bring forward a formal proposal.	Blog 10
Long Service Increments[MRFA #3]	Ongoing Discussion	The parties have engaged in a preliminary conversation of the topic, with the Board raising a variety of concerns to the topic. The Association is in the process of developing a proposal that would satisfy their interests, while attempting to address the Board’s concerns.	Blog 12
Memoranda of Understanding - Regarding the Creation of a Vice Dean Position[Board’s Interest]	Ongoing Discussion	The Board brought forward an interest in adding Vice Deans to the collective agreement. The parties are currently discussing the extent to which Vice Deans should be engaging in various processes within the collective agreement.	Blog 13, Blog 17
MoU on Agreement Application to ADC Employees [Board’s Interest]	Ongoing Discussion	The Board brought forward an interest in creating clarity within the collective agreement associated with the University’s recent decision to move the ADC into the Faculty of Health, Community, and Education, and General Education into the Faculty of Arts.	Blog 17
Pathways for Appointment Conversion[MRFA #7]	Ongoing Discussion	The parties have had initial discussion of the topic, with the Board expressing reservations to building pathways between positions that they hold as not connected. The Association has tabled a formal proposal which is being reviewed by the Board.	Blog 13, Blog 16, Blog 17
Performance Review of Employees with Academic Rank[Board’s Interest]	Ongoing Discussion	The parties are discussing how to modify the existing review process for Tenured and Permanent Employees.	Blog 7, Blog 10, Blog 11, Blog 12, Blog 17
Preference to Internal Candidates for Hiring Processes[MRFA #16]	Ongoing Discussion	The parties have had an initial discussion of their interests and concerns, with the Association currently developing an initial proposal.	Blog 13, Blog 16, Blog 17
Specific Funding[MRFA #6]	Ongoing Discussion	The Association presented a proposal related to Specific Funding and its impact on Indigenization and Decolonization. In reviewing the proposal, the Board raised concerns, prompting the Association to revise and resubmit the proposal, which is currently being reviewed by the Board.	Blog 12, Blog 15

Question 2

Collective Bargaining Refresher (2024-09-11)

cpandersonmtroyalca · Accepted Answer

[to view the refresher in pdf click here]

Refresher to MRFA Collective Bargaining

Dear MRFA Members,

Please let this document serve as a brief refresher to the current status of collective bargaining as we return from summer vacation.

Bargaining Mandate Approved by Membership (16 January 2024)

Overview of Topics (2024-06-06)

Topic	Status	Summary	Links to Bargaining Blogs
Contract Employee Cancellation Payment[MRFA #11]	Green Sheet #01	Expands the cancellation period to two (2) full weeks and prevents the possibility of avoiding the cancellation payment through a subsequent offering that is not accepted by the Employee.	Blog 6, Blog 7, Blog 8, Blog 9
Definition of Immediate Family[MRFA #12]	Green Sheet #02	Aligns the definition within the collective agreement with the federal standard, recognizing diverse family structures in our workforce, and supports employee well-being by fostering a more inclusive definition of family that acknowledges the importance of a broad support network beyond traditional immediate family ties.	Blog 6, Blog 7, Blog 10
Attendance at Court Proceedings[MRFA #10]	Green Sheet #03	Provides Employees with access to leaves associated with attending legal proceedings, either as a witness, a juror, or a party to the proceeding.	Blog 6, Blog 8, Blog 11, Blog 12, Blog 13
Political Participation[MRFA #15]	Green Sheet #04	Provides Employees with access to leaves associated with seeking political office and participating in the democratic process.	Blog 6, Blog 11, Blog 12, Blog 13
Access to Information & Equity (Article 2)[MRFA #8]	Green Sheet #05	Ensures that the Association has access to requisite data essential for the operation of the Association, maintaining accurate membership records.	Blog 9, Blog 11, Blog 12, Blog 14, Blog 15
Access to Information & Equity (Article 14)\[MRFA #8]	Green Sheet #06	The updated language in this article will allow the Association to account for the actual total amounts used in both the List-A and coordination funds.
Access to Information & Equity (Article 18.1)[MRFA #8]	Green Sheet #07	The addition of reporting on the use of FDC funds will allow the Association to monitor its use and better inform them of its capacities.
Access to Information & Equity (Article 18.6.3)[MRFA #8]	Green Sheet #08	The requisite data is important for the operation of the Association as it allows for monitoring of the usage and capacity of the contract development fund.
Resources for Employees[MRFA #18]	Green Sheet #09	Outlines the resources that Employees shall have access to and may have access to.	Blog 11, Blog 12, Blog 13, Blog 14, Blog 16, Blog 17 Blog 18
Lab Instructors and Senior Lecturers - Assess the continued utility of the Laboratory Instructor L1 appointment category[Board’s Interest]	Green Sheet #10	Removes the unused position of “Laboratory Instructors - L1” from the collective agreement.	Blog 12, Blog 13, Blog 15, Blog 16, Blog 17, Blog 18
Lab Instructors and Senior Lecturers - Clarify service expectations and service opportunities for Senior Lecturers.[Board’s Interest]	Green Sheet #11	Aligns Article 6 with existing clauses within the collective agreement, providing clarity regarding Senior Lecturers’ access to service opportunities.	Blog 12, Blog 13, Blog 15, Blog 16, Blog 17, Blog 18
Essential Services Agreement	Approved	The parties have reached an agreement with respect to the Essential Service Agreement, and the parties are now waiting for final approval of the document from Alberta’s Essential Services Commissioner.	Blog 8
Grievance Procedure[Board’s Interest]	Impasse	The Board expressed interest in modifying the Grievance Procedure to shift the procedure workload onto the Employee at the onset of the process, while allowing for more relaxed timelines for the Board’s activities. The Association requested that the topic be discussed through a sub-committee to allow for relevant subject matter experts to be brought into the discussion, but the Board refused and discussion of the topic reached impasse.	Blog 7, Blog 8
Memoranda of Understanding (The Creation and Phasing-in of Senior Lecturers)[Board’s Interest]	Impasse	The parties hold differing opinions regarding the longevity of the Fixed-term appointment category; the Board is interested in phasing-out Fixed-term appointments, while the Association is interested in maintaining provisions for existing Employees with Fixed-term appointments. Additionally, the parties disagree on the transition period associated with existing Fixed-term employees and the existing internal hiring preferences for senior lecturers.The Association was willing to agree to the Board’s understanding that would i) allow all Employees who currently have a Fixed-term appointment (i.e., incumbents) to renew and remain on Fixed-term appointments indefinitely, and ii) to delete Article 4.11 (i.e., Fixed-term Appointment) from the collective agreement once the last incumbent had left the university if the Board maintained the requirement that Senior Lecturer positions be advertised internally first even after the last incumbent had left the university.The Board rejected the Association’s offer and maintained their stance that without an agreement all existing Fixed-term appointments will expire on 14 August 2025 (with no renewals taking place thereafter), and all incumbents will be eligible for appointments as regular Contract Employees (therefore losing all benefits that they received as Fixed-term appointments). The Association stands by the fact that the rights of incumbents currently in the agreement will continue.	Blog 6, Blog 7, Blog 8, Blog 9, Blog 10
Reduction in Teaching Workload for Full-time Faculty[MRFA #22]	Impasse	The parties have initially discussed their interests and concerns. The Board concluded by stating that a reduction of teaching workload for Full-time Faculty would be financially untenable.	Blog 14, Blog 17
Sabbatical Eligibility for All Full-time Employees[MRFA #19]	Impasse	The parties have initially discussed their interests and concerns. The Board concluded by expressing a desire to maintain differential treatment and benefits across the various employment categories.	Blog 15, Blog 17
Scholarship & Research[MRFA #21]	Impasse	The parties have initially discussed their interests and concerns. The Board concluded by stating that the collective agreement is not an appropriate place for language related to the working conditions associated with Scholarship & Research.	Blog 15, Blog 17
Workload Reduction in 1st Year of Full-time Appointment[MRFA #26]	Impasse	The parties have initially discussed their interests and concerns. The Board concluded by expressing a desire to maintain flexibility in allocating reductions on a case-by-case basis.	Blog 14, Blog 17
Class Sizes[MRFA #23]	Stalemate	The parties have initially discussed their interests and concerns. The Board concluded by expressing a desire to maintain differential treatment and benefits across the various employment categories	Blog 14, Blog 16
Cost of Living Adjustments (COLA)[MRFA #1]	Stalemate	The parties have stark disparities in perspectives in what salary adjustments are appropriate. The Association is interested in addressing the impact of inflation on purchasing power and requested a significant increase to address these concerns. However, the Board expressed skepticism about the feasibility of such proposals given financial constraints and legislative restrictions.	Blog 10, Blog 18.
Improving the Contract Salary Grid[MRFA #4]	Stalemate	The Association seeks to ensure that all Employees receive ‘equal pay for equal work’; in short to ensure that Employees are paid equitably for teaching through linking the various salary scales. The Board maintains that the difference is necessary and appropriate to articulate the different employment relationships that Employees have with the Board.	Blog 10, Blog 18.
Protection from Outsourcing and Erosion of Duties[MRFA #17]	Stalemate	The parties have some agreement with respect to limiting the ability of members of senior administrations ability to teach academic courses, but the contention rests on the extent to which limits are reasonable.	Blog 7, Blog 9, Blog 11, Blog 12, Blog 14
Term of Agreement	Stalemate	The parties currently disagree with respect to the length of the new agreement, with the Board expressing interest in a longer agreement to provide certainty for a longer period and with the Association interested in a short agreement to respond to changing inflationary pressures.	Blog 10
Vacation and Holidays[MRFA #20]	Stalemate	The Association proposed adding National Day for Truth and Reconciliation (September 30) to the list of observances and holidays. The Board has expressed their disagreement with the inclusion, insisting that the day remain a work-day.	Blog 11, Blog 13
Appointment Type Ratio (Full-time / Contract Ratio)[MRFA #9]	Ongoing Discussion	The Association tabled a proposal to create a link between the number of Full-time Employees and the number of Full-time Learners. The Board is currently reviewing the proposal.	Blog 17
Collaborative Leadership[MRFA #5]	Ongoing Discussion	The Association presented a proposal related to Collaborative Leadership and its impact on Indigenization and Decolonization. In reviewing the proposal, the Board raised concerns, prompting the Association to revise and resubmit the proposal, which is currently being reviewed by the Board.	Blog 12, Blog 13, Blog 15
Compensation for Mandatory Training(s)[MRFA #24]	Ongoing Discussion	The parties have some agreement with respect to ensuring that Contract Employees are compensated for mandatory training that are over-and-above regular expectations of their appointments, but the time period for which the compensation covers is still being discussed.	Blog 14, Blog 16, Blog 17
Contract Employees' Access to Pension and Other Benefits[MRFA #2]	Ongoing Discussion	The parties have engaged in a preliminary conversation of the topic, with the Board raising a variety of concerns to the topic. The Association is in the process of developing a proposal that would satisfy their interests, while attempting to address the Board’s concerns.	Blog 16
Discipline Process[MRFA #13]	Ongoing Discussion	The Association tabled a proposal to create clarity within the discipline process, which built upon recent grievance settlements associated with the investigation and discipline process. The Board is currently reviewing the proposal.	Blog 18
Emergency Provision[MRFA #25]	Ongoing Discussion	The Association tabled a proposal to create clarity with respect to Members’ rights and expectations should they be directed by the Board to change the location of their teaching. The Board is currently reviewing the proposal.	Blog 17
Evaluation of Teaching[Board’s Interest]	Ongoing Discussion	The Board brought forward an interest in modifying the process of evaluating teaching. The Association is currently reviewing the proposal and developing a response.	Blog 12
Financial Emergency[MRFA #14]	Ongoing Discussion	The parties had an initial discussion of the topic, with the Association presenting its interests in increasing the vigor of the existing article. The Board stated that they have no interest in setting the bar for financial emergency any higher. Currently, the Association is considering its next steps and if they should bring forward a formal proposal.	Blog 10
Long Service Increments[MRFA #3]	Ongoing Discussion	The parties have engaged in a preliminary conversation of the topic, with the Board raising a variety of concerns to the topic. The Association is in the process of developing a proposal that would satisfy their interests, while attempting to address the Board’s concerns.	Blog 12
Memoranda of Understanding - Regarding the Creation of a Vice Dean Position[Board’s Interest]	Ongoing Discussion	The Board brought forward an interest in adding Vice Deans to the collective agreement. The parties are currently discussing the extent to which Vice Deans should be engaging in various processes within the collective agreement.	Blog 13, Blog 17
MoU on Agreement Application to ADC Employees [Board’s Interest]	Ongoing Discussion	The Board brought forward an interest in creating clarity within the collective agreement associated with the University’s recent decision to move the ADC into the Faculty of Health, Community, and Education, and General Education into the Faculty of Arts.	Blog 17
Pathways for Appointment Conversion[MRFA #7]	Ongoing Discussion	The parties have had initial discussion of the topic, with the Board expressing reservations to building pathways between positions that they hold as not connected. The Association has tabled a formal proposal which is being reviewed by the Board.	Blog 13, Blog 16, Blog 17
Performance Review of Employees with Academic Rank[Board’s Interest]	Ongoing Discussion	The parties are discussing how to modify the existing review process for Tenured and Permanent Employees.	Blog 7, Blog 10, Blog 11, Blog 12, Blog 17
Preference to Internal Candidates for Hiring Processes[MRFA #16]	Ongoing Discussion	The parties have had an initial discussion of their interests and concerns, with the Association currently developing an initial proposal.	Blog 13, Blog 16, Blog 17
Specific Funding[MRFA #6]	Ongoing Discussion	The Association presented a proposal related to Specific Funding and its impact on Indigenization and Decolonization. In reviewing the proposal, the Board raised concerns, prompting the Association to revise and resubmit the proposal, which is currently being reviewed by the Board.	Blog 12, Blog 15

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