Why we must say NO to the Employer's offer

The following was created to identify some of the implications of the concessions included within the College Employer Council's Final offer.  Academic Staff - Management Offer of Settlement

#1 Make it harder to convert part-time positions into full-time positions

2.03 C If the College continues a full-time position beyond one full academic year of staffing the position with sessional appointments, the College shall designate the position as a regular full-time bargaining unit position and shall fill the position with a member of the bargaining unit as soon as a person capable of performing the work is available for hiring on this basis.

2.03 C Grievances alleging a violation of Article 2.02 and Article 2.03 A cannot rely on staffing which occurred from September 1, 2014 to [date of ratification] to assist in establishing a breach of either of those Articles. 
2.02  The College will give preference to the designation of full-time positions as regular rather than partial-load teaching positions, as defined in Article 26, Partial-Load Employees, subject to such operational requirements as the quality of the programs, their economic viability, attainment of the program objectives, the need for special qualifications and the market acceptability of the programs to employers, students, and the community.
2.04  Article 2.02 and Article 2.03 do not affect the manner in which a College may utilize part-time teachers provided the College has no express intention to undermine the bargaining unit. Part-time employment is not affected by the terms of the Collective Agreement, except as specifically referenced.

#2 The employer would be able to let post-probation full-time faculty go, and replace them with contract faculty
2.04 (i) No full-time bargaining unit member who has completed the probationary period will be released from the College’s employ as a direct result of the College contracting out his or her work.

#3 They can increase the number of weeks per year we teach
11.01 B 1
Total workload assigned and attributed by the College to a teacher shall not exceed 44 hours in any week for up to 36 weeks in which there are teaching contact hours for teachers in post-secondary programs and for up to 38 weeks in which there are teaching contact hours in the case of teachers not in post-secondary programs. The maximum number of weeks can be exceeded in order to allow a teacher to complete teaching an assigned course if agreed between the teacher and the supervisor.

#4 Overtime will be “voluntary” and unpaid
11.01 J 1
Notwithstanding the above, overtime worked by a teacher shall not exceed one teaching contact hour in any one week or three total workload hours in any one week and where a teacher exceeds the weekly teaching contact hours or the weekly total workload hours, such overtime shall be entirely voluntary.

#5 Without academic freedom AND no security after probation, you are now vulnerable.

#6  By voting yes, you would be agreeing to the following return-to-work protocol
"During the 2017/2018 AND the 2018/2019 academic years, to the extent required by the college, any teaching time lost as a result of the work stoppage may be made up at the expense of time reserved for complementary functions and professional development. For clarity, this means that teachers may not be required to perform this type of work ordinarily done during the teaching of non-teaching periods to the extent that such time will now be used for teaching."
  1. You would be marking on your own time
  2. Your 7 complimentary hours would be gone
  3. Your PD and complementary functions will be restricted for TWO academic years