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What Are Policy Grievances?

A Policy Grievance is a grievance arising directly between the Association and the University concerning the interpretation, application, administration or violation of the provisions of the Collective Agreement. In most cases there are implications for Association members.

(1A) Policy Grievance GR# 0862, Changes in Management of Windsor Faculty Pension Plan.

Status: Tentative arbitration date of October 1, 2013, under arbitrator Pamela Picher

The Badger in Newsletter 3.19 in June 2011 explained in more detail why WUFA has filed this policy grievance. Basically, WUFA has not been notified about altered practices of Board of Governors’ committees that could result in no WUFA bargaining unit representation in the management of pension monies contributed by its members into the Windsor Faculty Pension Plan (WFPP).

WUFA is guaranteed the right to have voice and vote about its pension plan under Article D.2 of our 2008-2011 and 2011-14 Collective Agreements. WUFA is especially concerned about somebody else than the agreed-upon members of this Article’s Retirement Committee administering the WFPP on behalf of WUFA members.

(1B) Policy Grievance GR# 0866, Confidentiality Requirement for WUFA Representatives on Board of Governors Committees.

Status: Tentative arbitration date of October 1, 2013, under arbitrator Pamela Picher

This policy grievance is formally coupled with another policy grievance (#GR0862 above) about the unilateral decision of the Board of Governors to make alterations to its committees for managing the Windsor Faculty Pension Plan (WFPP). This second policy grievance stipulates that when WUFA representatives are restored to those BoG committees, they must be able to report to WUFA about their and the committees’ activities. Signing a confidentiality agreement will obviously muzzle our representatives from reporting back to members of WUFA who are contributing to the WFPP.

(2) Policy Grievance GR# 0870, Failure to Follow Through on Equity Obligations under Article 30

Status: Confirmed arbitration date of August 7, 2013, under arbitrator Brian Langille.

In 2005, then-President Ross Paul commissioned a report from Dr. Rebecca Priegert Coutler about the University’s progress towards implementing employment equity policies and practice for WUFA members.

None of the so-called Coulter Report recommendations have been implemented, despite much subsequent communication between Dr. Paul and WUFA, especially President Brian E. Brown; and more recent communication between President Alan Wildeman and WUFA, especially by our Status of Women, Diversity and Equity Action Committee.

In fact, the University has failed to meet any of the agreed-upon deadlines for its actions in support of employment equity principles and procedures that are in Article 30 of the previous 2008-11 Collective Agreement.

(3) Policy Grievance GR# 0876, Voluntary Early Retirement (VER) / Voluntary Contract Termination.

Status:Confirmed arbitration date of May 24, 2013

In April 2011 it came to WUFA's attention that certain retirees aged 65 years or older were being provided with individually-negotiated retirement packages in violation of the Collective Agreement. The Association launched an OLRB complaint, as WUFA is the sole bargaining agent for its members. The OLRB did not hear this complaint and instead returned it to be adjudicated through arbitration processes in the Collective Agreement.

(4) Policy Grievance GR# 0890 – Email Privacy Issue

Status: Awaiting Administration decision at Step 3.

WUFA is concerned about Administration’s accessing the contents of Members’ personal email accounts stored on the University server without prior authorization or permission.

(5) Policy Grievance GR# 0286, Librarians’ Workload Letters

Status: Awaiting Administration decision at Step 3.

WUFA is concerned about the demands for specific research and service work by Librarian Members in their assignment and schedules of workload for the 2013-2014 academic year; WUFA believes that these assignments violate academic freedom.

Changes to WUFA’s Constitution and Bylaws, effective May 15, 2013

The vote on WUFA's Proposed Constitution & Bylaws Amendments closed on May 15, 2013 @ 11:00 a.m. Of the three proposed changes only one passed, which is the amendment to Bylaw 7, Duties/Election to Council (new clause 7.5), which reads as follows:

7.5 A member of Council may be removed from Council for cause. Council may, by a two-thirds majority vote, remove a member, provided written notice of motion is given thirty days in advance of the Council meeting. The notice of motion shall include the reasons for removal and corroborating documentation as appropriate. A Council member, who is the subject of a motion to remove, retains the right to be present and voting at all Council meetings dealing with the Motion. Otherwise, in the event of illness or extenuating circumstances which render a Council member unable to fulfill his or her duties for a brief period of time, but not to exceed three months, Bylaws 7.3 and 7.4 shall apply. The member appointed under Bylaw 7.3, or the alternate delegate sent under Bylaw 7.4 shall have the same rights as other Council members and shall assume the responsibilities associated with that position under this Bylaw.

Note: The rest of Bylaw 7 (7.6 - 7.13) are renumbered.

How does this amendment affect WUFA members?

Bylaw 7.5 brings consistency and corrects an oversight. Previously, there was no language in the Constitution and Bylaws dealing with the removal of Council members for cause. The new language mimics language for the removal of members of Executive.

Faculty Council is the highest decision making body in the Association; however, should Councillors wish to remove a member, this Bylaw ensures that there are proper procedures in place to follow.

-posted May 28, 2013

"Protecting your Digital 'Afterlife' After Life" - The 14th Session of the Mid-Day Discussion Series, presented by WUFA's Retirements and Benefits Committee

On Wednesday May 22, 2013 Prof. Sushil Jain, a veteran Elder College instructor, gave a presentation to WUFA faculty members on “Protecting Your Digital ‘Afterlife’ After Life” in MacPherson Lounge, Alumni Hall for the 14^thSession of the Mid-Day Discussion Series (formerly known as ‘Brown Bag Luncheon’) presented by the Retirements & Benefits Committee of WUFA.

Prof. Jain explained that we are living in an age where ‘digital assets’ make up an increasingly important part of who we are and what we do. Digital Assets might include your music, videos, accounts, online businesses, etc.

What happens to all that online material when we die?

To begin answering this question, Prof. Jain elaborated on the following:

It is recommended that you put together a Digital Will that is separate from your regular Will and assign a digital executor as well.
Your ‘Digital Will’ should include email accounts, social media accounts, online businesses, online dating, online gaming, online friends, your digital legacy and instructions.
Do you know the Death Policies of all your online accounts? Some sites, such as Facebook for example, will automatically close your account after a certain number of months you are inactive on the site. Look into the fine print of the websites you are registered on for more information.
There are online memorial websites where you can memorialize your digital self and leave a lasting message to your friends and family after you die (such as ‘mywonderfullife.com’ or ‘legacy.com’ or ‘gonetoosoon.com’)
It is important to update your Will; give those you trust your passwords (to social media accounts, for example); create and maintain an inventory of your digital life on paper, online, and keep these documents up to date; archive in numerous places.

You may not know when your physical body will die, but with proper planning you can control what happens to your digital self, after life.

-posted May 27, 2013

Prof. Richard Moon is honoured with the 2013 Mary Lou Dietz Equity Leadership Award

On May 14, 2013 a reception of equity leadership occurred at Kerr House to honour Prof. Richard Moon as the 2013 recipient of the Mary Lou Dietz Equity Leadership Award.

The award was established by WUFA’s Status of Women, Diversity & Equity Action Committee in memory of the late Dr. Mary Lou Dietz. The award honours past and present WUFA members who have demonstrated the spirit of leadership through their contributions to equity on campus and at community levels. Professor Moon has demonstrated these qualities through his teaching, scholarly research, and activism which have been recognized at both the University of Windsor through teaching and research awards, and globally through requested speaking engagements on his specialties of Freedom of Religion, Freedom of Expression and Freedom of Speech, Hate Speech, and Human Rights. Congratulations Prof. Moon!

-posted May 21, 2013

Seven (7) of the new Sessional Lecturer positions under Article 55:11 have been appointed through grievances

WUFA is proud to announce that so far during the lifetime of the 2011-2014 Collective Agreement, the Grievance Committee has successfully fought for seven Sessional Instructors, who applied for the new Sessional Lecturer position under Article 55:11 of the Collective Agreement and were initially turned down.

The seven cases varied in detail, but the Grievance Committee was extremely diligent in their investigations. Congratulations to all the new Sessional Lecturers, and a big thank you to the Grievance Committee for all of their hard work.

-posted May 21, 2013

Policy Grievance GR# 0877 Improper Criteria for Preferred Applicant Status (PAS) in the Faculty of Arts and Social Sciences (FASS) has been withdrawn by WUFA.

This policy grievance concerned an inappropriate recommendation by FASS Faculty Coordinating Council (FCC) on May, 2011, concerning criteria to be considered in FASS departments when a Sessional Instructor applies for Preferred Applicant Status (PAS) in a course.

On April 18, 2013 WUFA’s Grievance Committee withdrew GR# 0877 in light of the Acting Dean of FASS’ decision to rescind the contentious FASS PAS Criteria. Future PAS applicants in FASS will be evaluated according to the criteria as stated in Article 54:06 of the Collective Agreement.

-posted May 21, 2013

As part of a recent grievance settlement, WUFA and Administration agree to a process for removing faculty members from the classroom in extenuating circumstances

All Deans at the University shall be required to adhere to the following process for removing faculty members from the classroom until such time as the parties agree to a different process:

The Dean of the relevant faculty shall consult with the Associate Vice President, Academic prior to taking any steps to remove a faculty member from the classroom.
The Associate Vice President, Academic will advise the Association that the University is considering removing the faculty member from the classroom and will allow the Association to provide input into the issue and representation for the faculty member.
One days’ worth of classes will be cancelled if necessary to allow the Association and University the opportunity to meet to discuss the concerns.
There is nothing precluding the University from returning the faculty member to the classroom once the concerns have been addressed.

The process referenced above will only be invoked in cases where there has been a breakdown in the student-professor relationship, involving a significant number of students, or where there is concern for the safety and well-being of students.

Nothing in the above agreement shall serve to circumvent, negate, or replace the process outlined in Article 59 of the Collective Agreement.

-posted May 21, 2013

1. Did you know that the University of Windsor has an Office Ergonomics Procedure Policy in place?

The following is taken from the University’s Office Ergonomics Procedure document:

“Ergonomic assessments can be arranged by a manager/supervisor if a worker has difficulty modifying their workstation to accommodate their needs or physical discomfort is experienced at the computer workstation. The worker must notify their manager/supervisor of their request for an ergonomic assessment. Managers/supervisors may contact the Office of OHS for assistance in obtaining an ergonomic assessment. A written report will be provided after completion of the assessment outlining the ergonomic hazards present in the workstation and recommendations for possible controls.”

Don’t hesitate! Ask your supervisor for an ergonomics assessment today!

For more information, click here

2. Did you know that there are policies in place to prevent Harassment and Violence in the Workplace?

Harassment and Violence in the workplace are not tolerated at the University of Windsor, and under the Ontario Legislature's Bill 168 the University has created policies and procedures dealing with both issues. To learn more about these two programs, managed under the Human Resources Department, check out the Harassment Prevention Program and the Workplace Violence Prevention Program.

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What Are Policy Grievances?

Changes to WUFA’s Constitution and Bylaws, effective May 15, 2013

"Protecting your Digital 'Afterlife' After Life" - The 14th Session of the Mid-Day Discussion Series, presented by WUFA's Retirements and Benefits Committee

Prof. Richard Moon is honoured with the 2013 Mary Lou Dietz Equity Leadership Award

Seven (7) of the new Sessional Lecturer positions under Article 55:11 have been appointed through grievances

Policy Grievance GR# 0877 Improper Criteria for Preferred Applicant Status (PAS) in the Faculty of Arts and Social Sciences (FASS) has been withdrawn by WUFA.

As part of a recent grievance settlement, WUFA and Administration agree to a process for removing faculty members from the classroom in extenuating circumstances

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