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Windsor University Faculty Association

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Forms

WUFA & Related Forms:

  • WUFA Membership form
  • WUFA Travel Expense Claim
  • UCAPT - Promotion, Tenure, and Renewal (link)
  • Sabbatical Leave Application Cover Page
  • Sabbatical Leave Application Form

 

UWindsor Forms:

Grants/Trust Forms:

  • Confidentiality Agreement
  • Recommendation for Appointment

Prospective Employess:

  • Application for Employeement (non-academic) | PDF | Word

New Employees:

  • 2011 Ontario Personal Tax Credits Form TD1ON (provincial)
  • 2011 Personal Tax Credits Form TD1 (federal)

Health and Safety:

  • Accident/Incident Form
  • WSIB Functional Abilities Form

Pension:

  • Declaration of Spousal Status form.
  • Employees' Plan - Declaration of Transfer Form
  • Faculty and Certain Employees Plan - Declaration of Transfer Form

Sessional Members: 

  • Information Technology Assistance Account Application
  • Note: Submit applications to the Office of the Provost (e-mail ivag@uwindsor.ca) by January 15th for the previous teaching year (May 1 - April 30)

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EXTRA! EXTRA!

   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.

 

TDA News and UpdatesTDA News and Updates 

 

 

 

 

 

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 won 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 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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The information and opinions expressed on this website is general in nature and provided for your convenience.  The Collective Agreement and WUFA Constitution are the binding documents that should be referenced as the final authority on Association matters.

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