CHAIRS AND DIRECTORS ORIENTATION CUPE Local 4207 Unit

CHAIRS AND DIRECTORS ORIENTATION CUPE Local 4207 Unit 1 Collective Agreement Information Session July 9, 2019

Overview • Job Postings • Appointments • Preference in Hiring • Workload Limits • Notifications • Course Evaluations • Discipline & Grievance Procedure • Resources • Contact Information • FAQs

Article 14: Postings • Electronic or paper applications accepted • Qualifications must be reasonable and relevant to the posted position • Changes in job qualifications may be made for pedagogical reasons • Stated qualifications cannot be altered for the sole purpose of excluding applicants who previously performed the appointment satisfactorily

Article 14: Postings (continued) • Jobs are posted for a minimum of 10 days (there additional requirements for the Fall term) • Exceptions to the requirement to post a job include: • An employee withdraws from a work assignment • An unanticipated work assignment occurs • When a work assignment becomes available after the first day of classes as a result of illness or resignation • When a work assignment is offered to an applicant who then declines to accept it

Article 15: Appointments • Appointments are made based on the binary hiring model (vs best candidate model) • If the applicant meets the minimum posted qualification(s), he/she is considered qualified for the position • Ex. If the posted qualification is a Bachelor’s degree, preference cannot be given to an applicant with a Ph. D • Appointments are made by considering qualifications first, then preference in hiring, and then seniority

Article 15: Appointments (continued) • Applicants are responsible for demonstrating how they meet the posted qualifications • If the department has historically “filled in the blanks” for applicants, a past practice may have been created • Late applications are invalid • Qualified vs deemed suitable

Article 15. 02: Preference in Hiring • Graduate students are given preference in hiring in the following order: • Full-time doctoral candidates enrolled at Brock • Full-time Master’s students enrolled at Brock (Then consider qualified applicants not enrolled as students at Brock) • Graduate students are deemed to have applied to all CUPE 4207 positions in their first two (2) academic terms • Graduate students are required to apply for positions in subsequent academic terms • This Article does not apply to Instructor positions

Article 22. 04: Workload Limits Full-time Graduate Students • Only eligible to work up to 160 hours total per term (combining all contracts) • If entering a contract which takes the grad student beyond 160 hours the contract MUST be accompanied by an “Extra Hours Form”

Article 22. 04: Workload Limits Part-time Grad Students and Non-Students • Can work no more than 750 hours in a term(combining all work at the University in all positions) Instructor appointments are 195 nominal hours per half credit course

Article 22. 02: Appointment Dates • Instructor and TA appointment dates are identified in the collective agreement • Marker Grader and Lab Demonstrator dates are as stated in the job posting • (ex. can start in October) • Enter contracts early to avoid delays • May need an Extra Hours Form signed (HR monitors workload limits) • If over workload limits, applicant may have to be reduce contractual hours

Notification to Union of Appointments Article 15. 03 (f) • Within four (4) weeks of an offer being made and accepted, the Union shall be notified of the successful applicant(s), their position and their seniority • Workday is now automatically sending this information to the Union when the applicant accepts an offer.

Article 15. 01(b): Course Evaluations • Evaluations are to be completed by the supervising instructor at the end of each contract • An evaluation template can be requested from the department administrative assistant or from HR • Should the performance of the employee be unsatisfactory at any time during the appointment, please contact Employee & Labour Relations for assistance

Article 12: Discipline • Employees have the right to the presence of a union steward at all meetings convened to discuss discipline • Disciplinary meetings must be timely: within fifteen (15) days of the incident • To ensure consistency across the University, Employee & Labour Relations must be involved in all formal discipline • Discipline stays on record for two (2) years

Article 7: Grievance Procedure • An employee has no grievance until they have first discussed the complaint with their Supervisor • Timeline for filing a formal grievance is fifteen (15) days from the employee having knowledge of the issue

Grievance Procedure – Stage 1 • A meeting with the Dean, or designate, within ten (10) working days • Work to resolve the grievance, if possible, over the next ten (10) days • If not satisfied, the Union has a further ten (10) days to refer the grievance to Stage 2

Grievance Procedure – Stage 2 • A meeting with the AVP HR, or designate, within ten (10) days of the grievance’s advancement to Stage 2 • HR will provide a formal response within ten (10) days of the meeting • If not satisfied, the Union has a further twenty (20) days to submit the grievance to arbitration

Resources Contact Information Faculty, Employee & Staff Relations team contacts: • Amanda Villella - Acting Director, Faculty & Staff Relations: avillella@brocku. ca • Danielle Mc. Crindle – Manager, Faculty & Staff Relations: dmccrindle@brocku. ca • Gabriela Donia – Faculty & Staff Relations Advisor: gdonia@brocku. ca • Marissa Marinaccio – Faculty & Staff Relations Advisor: mmarinaccio@brocku. ca FAQ-Resource for Chairs & Directors