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Régime de pension / Pension Plan Many members will be aware of reports from various sectors about the effect the recent economic conditions have had on pension plans generally. Not surprisingly, the University of Ottawa Pension Plan has not been immune from that, although the effect is not as significant as with other plans. As a result, the administration has approached all the employee groups at the University with a view to discussing potential steps to improve the status of the Plan. The administration is particularly interested in increasing the employees’ share of the overall funding of the Plan. All of the unionized groups have been working together to respond to this issue, and have been working on a coordinated approach to the problem. At this stage, the unions have indicated jointly to the employer that there is a willingness to discuss the implications of some moderate increase in employee contribution rates if it were to be coupled with improvements to the overall terms of the Plan that benefited employees. From an initial APUO perspective, it was felt that this approach might be reasonable, but it would also have to be gauged in relation to the effect on the value of the overall benefit package for APUO members, of which the Pension Plan is a large part. Discussions are ongoing and members will be kept informed of developments. Optimization des ressources / Resource Optimization L’administration a annoncé il y a quelques mois des plans pour étudier des moyens d’optimiser les ressources étant donné les conditions économiques actuelles. Divers aspects reflétés dans les plans que l’administration diffuse ont suscité des préoccupations, et même sonné l’alarme, dans divers groupes qui peuvent être touchés, y compris l’APUO. Celle‑ci a collaboré avec des groupes sur le campus pour répondre. Le communiqué mixte suivant a été diffusé le 22 octobre 2009 : Les associations étudiantes et les syndicats de l’Université d’Ottawa sont inquiets des conséquences du « Plan d’optimisation des ressources » que l’administration de l’Université a mis en branle il y a quelques mois. « Nous craignons que le processus d’optimisation des ressources résultera en des coupures budgétaires qui auront un impact néfaste sur la qualité de l’éducation que nous donnons à nos étudiantes et nos étudiants », dit Micheline Lessard, la présidente du syndicat des professeurs (APUO). à l’exception de deux personnes, le comité de direction du «Plan d’optimisation des ressources » est formé exclusivement de personnes provenant de l’extérieur de l’Université. Ce plan vise essentiellement à effectuer une série de coupures budgétaires dans les facultés et services de l’Université, qui ont reçu le mandat de réduire de 5% leurs budgets d’opération. « Un processus de consultation complet et véritable, tant au niveau du travail fait au sein du comité de direction qu’au sein des facultés, fait défaut », selon Sean Kelly, le président du syndicat des étudiants employés de l’Université d’Ottawa (SCFP 2626). « Il est primordial que le processus de consultation comprenne une participation active de toutes les parties prenantes : les étudiant-e-s, les professeur-e-s et les employé-e-s. » Une lettre signée par les syndicats et les associations étudiantes a été envoyée au recteur Allan Rock le 13 octobre dernier afin de lui faire part des ces inquiétudes. Elle est demeurée sans réponse à ce jour. « Concrètement, la mise en place de ce plan se traduira par des classes bondées, un accès réduit aux professeurs et au personnel de soutien. Pourtant, l’Université n’a pas fait une démonstration convaincante que ces coupures sont nécessaires. Le silence d’Allan Rock est d’autant plus préoccupant », dit Gaétan Beaulière, commissaire à l’externe de l’Association des étudiant-e-s des cycles supérieurs. L’Association des professeurs de l’Université d’Ottawa (APUO), l’Association des professeurs à temps partiel de l’Université d’Ottawa (APTPUO), le syndicat du personnel de soutien de l’Université d’Ottawa (PSUO-SSUO), le syndicat des étudiant-e-s employé-e-s à l’Université d’Ottawa (SCFP 2626), la Fédération étudiante de l’Université d’Ottawa (FÉUO) et l’Association des étudiant-e-s diplômé-e-s travaillent conjointement sur cette question. Micheline Lessard, présidente de l’APUO, a envoyé auparavant la lettre suivante à M. Allan Rock : I, along with other representatives of APUO (Robert Leclerc and Christian Rouillard), have had the opportunity to meet with the Steering Committee, Resource Optimization, on two occasions. We wish to point out that while we are more than happy to consult with any committee, our presence at those two meetings should not be interpreted as a form of collective bargaining. We also would like to express our concerns pertaining to the mandate of the "Human Resources" task force. The documents detailing this task force's mandate, which is readily available on the University of Ottawa website, contain, in bullet-point form, items which fall under the purview of collective bargaining. It is therefore of great concern to us that the steering committee's mandate is to approve the work plans presented by the task forces. We wish to emphasize that any matters that fall within or affect the terms and conditions of employment of our members, or that are related to the collective agreement, should be subject to the regular process of collective bargaining. M. Rock a répondu ainsi à la lettre le 19 octobre : … Please rest assured that your participation in meetings with the Steering Committee is not interpreted as a form of collective bargaining. The University is committed to following process with regards to any potential collective bargaining and no changes to the employment conditions of APUO members have been approved by the Steering Committee. L’APUO a aussi collaboré à une lettre des groupes visés au campus qui a été envoyée le 13 octobre à M. Rock et qui est reprise en partie ci‑dessous. We would like to respectfully express our concerns with respect to the "Resource Optimization" process now underway in our university, the University of Ottawa. ... Genuine consultation has yet to take place. Even though the faculties have been preparing proposals, the time for serious faculty response is too limited, and it is doubtful that adequate consultation has occurred at that level. Since this resource optimization plan will have serious repercussions on the quality of students' education as well as on workloads and working conditions, it is imperative that any consultation process must include the active and equal participation of all of the university's constituencies. These would include the university's largest constituencies: undergraduate and graduate students, language instructors, counselors, part-time professors, teaching and research assistants, full-time professors, librarians, and support staff. Crowded classrooms, a higher student/faculty ratio, reduced funding, lack of office space, and reduced access to support staff will have a most deleterious effect on the quality of students, education at the University of Ottawa. We believe that teaching and research are intrinsically linked and that the quality of students' education is essential to the University of Ottawa's goal of becoming a top-level research institution. We are concerned, for example, that eliminating full-time teaching positions, assistantships, and library positions greatly increases class sizes and the workloads of part-time professors, support staff, teaching and research assistants, language instructors, counselors, and full-time professors. We are apprehensive of cuts in support staff positions, which will further reduce the quality of the essential services provided to students. These measures would significantly augment the student- faculty ratio at the University of Ottawa, a situation which is already problematic. We also believe that students studying in any faculty, in any discipline, program, or department deserve equal quality of education. It is important that the different needs and specific situation of each of faculty be considered so that none are disproportionately affected by this process. We recognize that, in order for students from all faculties to have access to quality education, they must have access to full-time professors, to librarians, to part-time professors, teaching and research assistants, language instructors, counselors, and support staff whose working conditions and workloads are acceptable. We agree that any “resource optimization” plan should not lose sight of the values underlined in the University of Ottawa’s mission, and should in no way compromise the quality of education for students from all faculties at the University of Ottawa. We, students, full-time professors, part-time professors, librarians, language instructors, counselors, teaching and research assistants, and support staff, believe in the commonality of our interests. We therefore request that no measures be taken that would compromise the quality of students’ education at the University of Ottawa.... We are also deeply concerned about the fact that the proposals made, and which will affect the quality of education and the working conditions of the constituencies stated above, are to be approved by a committee composed almost exclusively of people from outside the university. This is by no means a criticism of the members of the committee themselves. However, it is deeply worrisome that proposals pertaining to university life and to academic matters are to be evaluated and approved by such a body rather than the appropriate university bodies. In light of these serious concerns we therefore request full financial disclosure as well as copies of the faculties’ initial proposals, copies of the revised faculty proposals, copies of the task forces’ reports and copies of the steering committee’s recommendations... Voici les signataires de la lettre : Sean Kelly, président de la section locale 2626 du SCFP, Micheline Lessard, présidente de l’APUO, Noureddine Mouelhi, président de l’APTPUO, Richard Hogan, président du PSUO, Seamus Wolfe, président de la FÉUO, Myriam Hebabi, commissaire des Affaires universitaires, GSAED. Le 1 décembre, le groupe a envoyé la lettre suivante à M. Rock : Two months ago we, the undersigned, sent you a letter in which we expressed our concerns with respect to the “Resource Optimization” process underway at the University of Ottawa. We expressed our serious concerns that the quality of education would suffer should the resource optimization process result in the elimination of full-time teaching positions, assistantships, library positions, and support staff positions. Since we, the undersigned, represent the major constituencies of the University of Ottawa, and almost 90 per cent of the University of Ottawa community, we are surprised and dismayed that our letter and the concerns it expresses has yet to be answered. We would therefore ask you to answer our letter and address our concerns and we would ask, as in the previous letter, to be provided with copies of the faculties’ resource optimization plans as well as a copy of the steering committee’s report to the admin committee. Remboursement de dépenses professionnelles / Professional expense reimbursement Veuillez noter que le formulaire de déclaration pour le RDP doit être retourné au Service des ressources humaines au plus tard le 15 décembre 2009. Pour de plus amples renseignements, veuillez consulter le 40.9 de la convention collective. Les formulaires sont disponibles en ligne : http://www.rh.uottawa.ca/fichiers/formulaires/personnel/RDP_2009.pdf Please note that the PER declaration form must be returned to Human Resources by 15 December 2009 at the latest. For additional information consult section 40.9 of the collective agreement. The forms are available online: http://www.hr.uottawa.ca/files/forms/personal/PER_2009.pdf.
Compte gestion santé (CGS) pour les membres actifs / Health care spending
account (HCSA) for active members Nous rappelons aux membres qu’ils ont droit à un montant annuel (actuellement 244 $) pour les dépenses admissibles en soins de santé que les régimes collectifs habituels de l’Université ne remboursent pas. Les modalités de cet avantage sont décrites au paragraphe 40.12 de la convention collective. Les membres peuvent présenter une demande de remboursement des dépenses engagées en 2009 jusqu’à la fin de décembre 2010, mais ils ne peuvent accumuler les dépenses d’une année à l’autre. Si le montant au compte n’est pas utilisé complètement en 2009 toutefois, le solde est reporté à l’année suivante et ajouté au montant de 2010. Selon les modalités de la convention collective, la valeur du compte en 2008 et 2009 était de 244 $ pour chaque année civile. Si les négociations avaient été achevées avant janvier 2009, le CGS aurait atteint 253 $ pour l’année civile 2009. L’entente conclue en retard signifie que la somme supplémentaire de 9 $ en 2009 sera ajoutée à la valeur du compte en 2010. Le montant disponible au CGS en 2010 sera donc de 262 $ plus 9 $ pour un total de 271 $. Pour de plus amples renseignement consultez le site web de l’Université : http://www.rh.uottawa.ca/avantages/universite/sante/
Members are reminded that they have access to an annual amount for eligible health care expenses that are not reimbursed by the regular University group plans. The terms of this benefit are described in section 40.12 of the collective agreement. Members may submit a claim for expenses incurred in 2009 up to the end of December 2010, but cannot accumulate expenses from one year to the next. However, if the full value of the account is not used in 2009, any balance remaining will be carried over for one year and added to the value for 2010. Under the terms of the collective agreement, the value of the account for 2008 and 2009 was $244 for each of these calendar years. Had negotiations been completed before January 2009, the HCSA would have been $253 for the 2009 calendar year. The delay in the settlement means that the additional $9.00 for 2009 will be added to the 2010 value. Therefore, in 2010 the amount available under the HCSA will be $261 plus $9 for a total of $270. For more information, visit the University website at http://www.hr.uottawa.ca/benefits/university/healthcare/ Mise à jour sur les griefs / Grievance Update Recours aux évaluations externes pour les mesures disciplinaires L’APUO a déposé un grief de l’Association parce que l’employeur a décidé unilatéralement d’avoir recours aux évaluations externes dans un ensemble de cas de mesures disciplinaires, en particulier les avertissements formels. L’APUO est d’avis que c’est inapproprié. Le cas est porté en arbitrage. Satisfactory / Non Satisfactory Grading In the Bulletin issue (09.02) of 18 March 2009, it was reported that an earlier grievance relating to this matter had been settled. That settlement set out that: 1. In a memorandum dated 2005-12-02 to all professors in the Faculty of Science, the Dean of Science stated a restriction on the use of the S/NS grading scale for courses offered by the Faculty. 2. At the time of the above-noted memorandum, the relevant faculty calendars listed S (satisfactory) and NS (not satisfactory) within the approved grading scale for courses, and there was no Senate regulation in place prohibiting or restricting the use of S/NS as a grading scheme. 3. Therefore, the memorandum sent by the Dean of Science to the professors in the Faculty, dated 2005-12-02, is considered to be withdrawn. A note to this effect shall be attached to any copy of that memorandum retained in the records of the Faculty or the office of the Dean. 4. This agreement does not prevent a Dean from sending a memorandum in the future properly reflecting the notation system at the University, provided there is no contravention of the collective agreement. Although that specific case was settled, the Association filed a separate grievance over the fact that the Senate, at the request of the administration, had issued a new regulation without the knowledge of APUO, limiting the use of S/NS. In its grievance, the Association noted that the Senate action adversely affects the rights and responsibilities of members as set out in the collective agreement, was carried out in a manner that does not respect the necessary involvement of the Association and/or its members, and was undertaken without the knowledge of the Association. In the grievance, APUO has asked that the Policy approved by Senate on 11 June 2007 be reconsidered on conditions and within a process agreed to by the parties. A Step One grievance meeting was held with the employer, and APUO is awaiting an official response to the concerns raised by the Association. Avantages sociaux Il y a un certain temps, l’Université a pris des mesures pour changer d’assureurs pour les polices d’assurance des avantages sociaux. L’APUO a mentionné diverses préoccupations visant des changements éventuels de couverture des avantages à la suite de ce changement. Après de nombreuses rencontres et échanges avec l’employeur, la grande majorité des préoccupations ont été considérées à la satisfaction de l’APUO. Il reste cependant quatre problèmes éventuels qui font maintenant l’objet d’un grief de l’Association, à savoir : -- Exclusion de la couverture pour certaines procédures diagnostiques. -- Rôle de la compagnie d’assurance pour déterminer le prolongement de certaines prestations pour invalidité prolongée à l’intention des membres dont la compagnie d’assurance considère qu’ils peuvent graduellement retourner au travail. -- Rôle de la compagnie d’assurance dans tout règlement juridique entre un membre et un tiers qui lui a infligé une lésion. -- Période limite de six mois de prestations pour invalidité prolongée quand l’intéressé est à l’extérieur du Canada, sauf si la compagnie d’assurance convient d’un prolongement. L’APUO et l’employeur continuent de se rencontrer pour essayer de régler ces enjeux. Faculty of Arts – Workload As reported in an earlier Bulletin, four group grievances and an Association grievance were filed last spring after a memorandum was circulated by then Dean of Arts, George Lang, respecting a change in teaching load attribution rules and a reduction in Faculty support for members. In September, the administration initiated some discussions with APUO aimed at finding an interim solution to the grievances, along with a mechanism to try to reach a longer term result that would be agreeable to all parties. Those discussions did result in an interim agreement that responded to a number of issues raised in the grievance for the 2009-10 academic year. Discussions within the Faculty are continuing over the next few months to try to reach a more permanent solution. Specific details were provided to members of the Faculty.
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