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Comparison of Oct. 10 and Nov. 6 offers

This information was supplied by the College Employer Council. Original document (pdf)

October 10 offer

  • Wages – 7.75%.
    • Year 1: 1.75%; Year 2: 2%; Year 3: 2%; Year 4: 2%
  • Extended Health Plan
    • Maximum annual coverage for all covered paramedical services increased to $2,000 from
      $1,500. Extended health plan to include social workers and psychotherapists.
  • Staffing
    • Article 2.03 C ‐ Deleted from previous collective agreement because these rights are contained within Article 2.03 A & B.
      Add transition language related to ending the moratorium.
  • Clarify the distinction between the various employee classifications – Article 2.05 (Renumbered from Article 2.06 in Oct. 10 offer to 2.05 in Nov. 6 offer)
  • Ensure all course delivery modes are treated the same.
  • Ensure that all course delivery modes are treated the same for SWF purposes.
  • Clarify that curriculum review or course development during a non‐teaching period is covered by Article 11.08.
  • Improve the communication on professional development between faculty and their supervisor.
  • Allow teachers more flexibility to work overtime if they wish to do so.
  • Ensure student accommodation requirements can be addressed when assigning workload.
  • Improve the communication on professional development between faculty and their supervisor (for Counsellors and Librarians).
  • New Letter of Understanding
    • Counsellor Class Definition
  • Establish a committee to review the class definition of Counsellors.
  • Intellectual Property Committee
    • Ensure that the parties will discuss intellectual property issues at the appropriate committee (EERC).
  • Short‐Term Disability Plan (Joint Task Force)
    • Renew letter of understanding on the date of ratification.
  • Long‐Term Disability Plan
    • Renew letter of understanding on the date of ratification.
  • New Letter of Understanding
    • Signing of Collective Agreement. Sign within 30 days
  • Normalize existing paid time off for the Union’s negotiating team to align with other collective agreements.
  • Adjust language to correspond to the change in Article 8.03 A.
  • Ensure that time off for union business is credited on the current SWFs using the workload formula (not on prior assignments).
  • Ensure that the Union Local has advised the College of the faculty who require union release time prior to workload being re‐assigned so that other faculty members are advised about impacts on their workload in a timely manner.
  • Article 22 – Pregnancy and Parental Leave
    • Agreed upon and signed off by both parties.
  • Duration of Contract
    • 4‐year term
  • Job Classification Plans for Positions in the Academic Bargaining Unit – Professors, Counsellors, Librarians
    1.B) Relevant Formal Qualifications 
    • Adjust language to clarify that 6 years is the maximum qualification credit.
    • Provide greater flexibility to increase the starting salary of new hires.
    • Clarifies that the same changes will be made to the classification plan for Instructors.
  • Job Classification Plans for Positions in the Academic Bargaining Unit – Section II – Instructors
    • Removes duplicate language pertaining to Instructors (see above).

Previously agreed to items from October 10th have been signed off by the parties and are included in the November 6th Offer of Settlement

November 6 offer

The offer to be voted on includes the items in the October 10 offer plus these additions, modifications and deletions:

Additions

  • Endeavor to provide timely contracts to partial‐load faculty.
  • Improve partial‐load employees’ salaries by doubling the speed with which they progress through the salary grid.
  • Enhance priority hiring rights for partial‐load employees, including establishing a registry.
  • Amend existing article 26.10 D language to enhance priority‐hiring rights for partial‐load employees.
  • Give partial‐load employees the same rights as full‐time faculty to compete for new full‐time jobs.
  • Letter of Understanding: Academic Freedom
    • Ensure every College will have an academic freedom policy that will reflect common elements defined in the letter.
  • Letter of Understanding: Ontario Public Colleges: The Next 50 Years
    • Establish a province‐wide task force, facilitated by MAESD, to review major issues facing the college sector including staffing models and precarious work.
  • Return to Work Protocol
    • Similar to protocol used in 2006 work stoppage

Modifications

  • Letter of Understanding: Fair Workplace, Better Job Act, 2017 (Bill 148 Issues)
    • Ensure that the parties will meet after the announced changes to Bill 148 are implemented. Modification to provide a one‐year time limit to agree on adjustments.
  • Additional language added to establish limits on use of part‐time employees
  • Allow teachers, if they choose, to complete teaching a course that extends beyond normal weekly limits instead of using part‐time employees.
  • Clarify with more specific language how partial‐load faculty will be paid for co-ordinator duties.

Deletions

  • Language to bring sessional employees into bargaining unit to fill temporary vacancies.
  • Appendix V sub 4 - Change not required due to removal of Article 2.05 in the Oct 10 offer (see above).
  • Appendix VIII - Additional appendix not required due to removal of Article 2.05 in the Oct 10 offer (see above).