The New University

Some are saying USFA did not do enough for CUPE. Others are saying we did enough, or too much.

You might ask: What has the Association done for us lately?

On a day-to-day basis, USFA handles many problems, many of which are confidential. During the month of November, the USFA Executive dealt with the following:

Academic Procedures: Remember how much fun it was, waiting for that tenure or promotion decision? A former Dean called it “tenure terror”. It is harder yet when committees do not follow procedures or observe published standards, and a faculty member must deal with the fallout of a negative decision. USFA provides support and advice for members going through these processes.

The Schools issue: During the last round of bargaining, management made a clear commitment to USFA that there was no intention to use "schools" to bypass collegial procedures. Some faculty members are suspicious that “schools” will be used for patronage appointments and the like, and the Association believes that transparent procedures are the best guard against this. During the past month, the Association has studied this issue and discussed its concerns with the Provost’s office.

Pensions and Retirement: End of Mandatory Retirement (Age Discrimination) in Saskatchewan. Very few of us change our gender, but we all get old. The Sask Justice website Q&A says that the purpose of the legislation is not to force you to work, but to give you a choice as to when to retire. Other commentators feel that this like losing the 5-day week. During the month of November, several of your representatives attended meetings to study this issue, and USFA will be organizing a forum on this topic for the New Year. Needless to say, we also dealt with ongoing matters regarding staffing of two pension committees and proposed pension amendments.

Grievance issues: At any time, our Grievance Officers are dealing with a range of problems. During the CUPE job action many issues arose for our members. For one, the Association was able to persuade management not to suspend the health benefits of those who honoured picket lines. Two, despite having the right to observe a picket line as a matter of individual conscience, a “wildcat” strike is practically a thought crime. (See excerpts from the Trade Union Act at the end of this article.) Some USFA members contemplating activity that could be construed as wildcat activity were provided with timely advice regarding the legal and subsequent financial danger to which they were exposing themselves, and the Association. USFA is also currently arguing for equitable treatment of all members who honoured picket lines, consistent with the language in the collective agreement.

I have not even got around to parking! There is no such thing as a routine day at USFA. If you have concerns with the way some matters are handled, please get involved.

(i) a cessation of work or a refusal to work or to continue to work by
employees acting in combination or in concert or in accordance with a
common understanding; or
(ii) other concerted activity on the part of employees in relation to their
work that is designed to restrict or limit output or the effective delivery
of services;

These definitions are broad. If you so much as discuss the idea of observing a picket line with a workmate, and you both consequently observe, this may satisfying the definition of “cessation to work…by employees acting .. in accordance with a common understanding.”