Question 1

Collective Bargaining Update #07

cpandersonmtroyalca · Accepted Answer

[the pdf version of this bargaining update is available here]

Dear MRFA Members,

We're pleased to share insights from our recent Collective Bargaining Meeting #3, held on March 12, 2024. Here's a comprehensive recap of the key discussions and outcomes:

1. Definition of Immediate Family:

The Board presented Proposal #2, advocating for the deletion of Article 1.26 (Immediate Family) and suggesting incorporating the definition of "Family Member" from the Government of Canada’s Employment Insurance benefits, into Article 17.3.1.
MRFA expressed reservations, emphasizing the historical significance of the definition for Immediate Family and its role in recognizing diverse family structures.

2. Contract Employee Cancellation Payment:

The Board presented Proposal #1, recommending an expansion of the cancellation period to ten (10) working days and proposing a revision to the current clause, wherein the cancellation payment can be annulled; suggesting a shift in the determining factor for activation from the Employer offering an alternative course to an Employee agreeing to undertake a replacement course.
MRFA agreed that the proposal was acceptable and is developing a Green Sheet for the next meeting.

3. Transition Period Process (MOU re. Senior Lecturers)

The Board highlighted their interest in phasing-out Fixed-term appointments, while MRFA underscored the importance of maintaining provisions for existing Employees with Fixed-term appointments.
The Board agreed to prepare a proposal addressing Senior Lecturers and Fixed-term appointments to be considered at the next meeting.

4. Protection from Outsourcing and Erosion of Duties:

MRFA voiced concerns about non-MRFA individuals performing academic work.
The Board expressed a shared interest in ensuring that outsourcing and erosion of duties did not occur.
The Board agreed to provide information that outlines academic work that is currently being performed by non-MRFA members.

5. Resources for Employees:

MRFA raised concerns about inconsistent access to resources, especially the inability to access resources that are needed by Employees to perform their duties.
The Board expressed reservations about incorporating resource-related clauses in the agreement, citing concerns related to i) Space and Infrastructure Constraints, Limitations of Board’s Flexibility, and funding Limitations.
MRFA committed to preparing a proposal to continue discussions on this matter.

6. Grievance Procedure:

The Board proposed changes to Step 1, that would require a Statement of Grievance be provided when initiating the grievance process.
The MRFA expressed reservations about modifying the existing grievance process, citing concerns related to i) creating barriers to Employees’ access to the grievance process, incorrectly adjusting timelines to account for workload, and the alteration of the purpose of a Step 1 grievance meeting.
MRFA committed to providing a response and proposal for the next meeting.

7. Performance Review of Employees with Academic Rank:

The parties began a discussion related to the frequency, required information, and timelines for submitting annual reports, and related to the reporting software for submitting annual reports.
The Board committed to preparing an information document outlining objectives for performance reviews to help further discussion.

Stay tuned for further updates as we navigate through the collective bargaining process. Your engagement and support are crucial as we work towards a fair and mutually beneficial agreement.

Thank you for your ongoing commitment.

Sincerely,

The Collective Bargaining Caucus

Quick Chat Catalysts

Things you may want to consider:
- Is extending the cancellation period for contract employees to ten working days and shifting the determining factor for activation acceptable?
- Should measures be taken to prevent non-MRFA individuals from performing academic work, and how can outsourcing and erosion of duties be prevented?
- What should be the frequency, required information, and timelines for performance reviews of employees with academic rank, and how can the reporting software be improved to support this?
What can you do to support our team?
- Attend the April 5 Regular Meeting for an opportunity to hear more details and discuss progress at the bargaining table. (Register Here to attend this online meeting)
- Discuss - talk about these topics with your colleagues and encourage them to read the blog - mrfa.net/bargaining/blog.
- Demonstrate Solidarity - Put up your “I support the MRFA Bargaining Committee “ poster on your door.

Question 2

Collective Bargaining Update #07

cpandersonmtroyalca · Accepted Answer

[the pdf version of this bargaining update is available here]

Dear MRFA Members,

We're pleased to share insights from our recent Collective Bargaining Meeting #3, held on March 12, 2024. Here's a comprehensive recap of the key discussions and outcomes:

1. Definition of Immediate Family:

The Board presented Proposal #2, advocating for the deletion of Article 1.26 (Immediate Family) and suggesting incorporating the definition of "Family Member" from the Government of Canada’s Employment Insurance benefits, into Article 17.3.1.
MRFA expressed reservations, emphasizing the historical significance of the definition for Immediate Family and its role in recognizing diverse family structures.

2. Contract Employee Cancellation Payment:

The Board presented Proposal #1, recommending an expansion of the cancellation period to ten (10) working days and proposing a revision to the current clause, wherein the cancellation payment can be annulled; suggesting a shift in the determining factor for activation from the Employer offering an alternative course to an Employee agreeing to undertake a replacement course.
MRFA agreed that the proposal was acceptable and is developing a Green Sheet for the next meeting.

3. Transition Period Process (MOU re. Senior Lecturers)

The Board highlighted their interest in phasing-out Fixed-term appointments, while MRFA underscored the importance of maintaining provisions for existing Employees with Fixed-term appointments.
The Board agreed to prepare a proposal addressing Senior Lecturers and Fixed-term appointments to be considered at the next meeting.

4. Protection from Outsourcing and Erosion of Duties:

MRFA voiced concerns about non-MRFA individuals performing academic work.
The Board expressed a shared interest in ensuring that outsourcing and erosion of duties did not occur.
The Board agreed to provide information that outlines academic work that is currently being performed by non-MRFA members.

5. Resources for Employees:

MRFA raised concerns about inconsistent access to resources, especially the inability to access resources that are needed by Employees to perform their duties.
The Board expressed reservations about incorporating resource-related clauses in the agreement, citing concerns related to i) Space and Infrastructure Constraints, Limitations of Board’s Flexibility, and funding Limitations.
MRFA committed to preparing a proposal to continue discussions on this matter.

6. Grievance Procedure:

The Board proposed changes to Step 1, that would require a Statement of Grievance be provided when initiating the grievance process.
The MRFA expressed reservations about modifying the existing grievance process, citing concerns related to i) creating barriers to Employees’ access to the grievance process, incorrectly adjusting timelines to account for workload, and the alteration of the purpose of a Step 1 grievance meeting.
MRFA committed to providing a response and proposal for the next meeting.

7. Performance Review of Employees with Academic Rank:

The parties began a discussion related to the frequency, required information, and timelines for submitting annual reports, and related to the reporting software for submitting annual reports.
The Board committed to preparing an information document outlining objectives for performance reviews to help further discussion.

Stay tuned for further updates as we navigate through the collective bargaining process. Your engagement and support are crucial as we work towards a fair and mutually beneficial agreement.

Thank you for your ongoing commitment.

Sincerely,

The Collective Bargaining Caucus

Quick Chat Catalysts

Things you may want to consider:
- Is extending the cancellation period for contract employees to ten working days and shifting the determining factor for activation acceptable?
- Should measures be taken to prevent non-MRFA individuals from performing academic work, and how can outsourcing and erosion of duties be prevented?
- What should be the frequency, required information, and timelines for performance reviews of employees with academic rank, and how can the reporting software be improved to support this?
What can you do to support our team?
- Attend the April 5 Regular Meeting for an opportunity to hear more details and discuss progress at the bargaining table. (Register Here to attend this online meeting)
- Discuss - talk about these topics with your colleagues and encourage them to read the blog - mrfa.net/bargaining/blog.
- Demonstrate Solidarity - Put up your “I support the MRFA Bargaining Committee “ poster on your door.

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Collective Bargaining Update #07

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