Our Demands

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Tasks and Workload

We are asking that teaching contracts set out a clearly defined list of tasks related to the preparation, delivery and administration of courses. By listing these tasks, these contracts will protect courses as integral wholes and prohibit the subdivision of tasks (while allowing for common practices such as co-teaching). In addition, we are asking that the employer provide contracts for teaching-related activities other than the delivery of a course, that these constitute a separate contract and that they are thus are compensated separately. Regardless of the type of contract, we are asking that all our members be subject to the protections and salary rates in the collective agreement.

Resources

We are asking that our members automatically, as a condition of their employment, have access to all of the resources needed to perform their jobs, whether this be office space or teaching materials; that we have access to other campus resources on the same basis as other employees; and that we be given tax receipts necessary for reimbursement for any materials or home resources that we use in the delivery of our work-related tasks.

Teaching Qualification Requirements

We are asking that each hiring-unit establish clear criteria for the qualifications required to teach a given course, and that the teaching qualifications required for a given course not change unless there is a substantive change to course content.

Hiring Priority

We are asking that the employer establish a hiring priority system that recognizes our dedication and service to the university. It is of utmost importance that this system be transparent, and that it establish a fair foundation for course assignments.

Course Attribution

As with hiring priority, we are asking that we establish a clear system to determine which courses are to be taught by course lecturers and instructors. Such a system would protect the courses that are already given by course lecturers and instructors, and assign courses to our members based upon both teaching qualifications and earned hiring priority. To ensure that course attribution is transparent and equitable, the application process needs to be streamlined, with clear and established timelines.

Salary and Benefits

We are asking that our members’ salaries and benefits achieve equity with those of other Québec course lecturers and instructors. Among other things, this would include an annual cost-of-living adjustment, vacation and holiday pay, compensation for cancelled courses, and tuition-wavers.

Teaching Support

We are asking that our members have the same access to teaching support resources that are available to full-time faculty. Among other things, this would mean that we would have access to teaching assistants for courses over a certain size, and a per-student salary premium for large courses.

Graduate Students

In recognition of the fact that teaching experience is important to the education and formation of graduate students, we are asking that a certain ratio of courses be reserved for graduate students. In attributing these courses, we ask that hiring units recognize any teaching experience gained as a TA. To help ensure that these ratios are maintained, we ask that the union and the university strike a joint Committee on Graduate Teaching.

Union Rights & Representation

We are asking that, in recognition of the important pedagogical role played by the course lecturers and instructors, the administration ensures our participation in various university committees where decisions affecting us are taken. We also ask that the administration provide equitable access to campus resources for the union, and liberations for union service without loss of both pay and hiring priority. Furthermore, we ask that the administration recognize union representatives in each hiring unit, and that they share the necessary information needed to monitor the application of the collective agreement.

Disciplinary Measures

We ask that a progressive discipline system be put in place, one that encourages direct communication between the employee and her supervisor as a means to resolve issues in the workplace. Such a system would have clear rules that keep disciplinary measures fair and transparent, and would allow for a member to, at any time, request the presence of a union representative.

Grievance Procedure and Arbitration

As part of its commitment to the honouring of our collective agreement, we ask that the administration establish a clear grievance procedure to resolve workplace disputes and make sure our contract is respected and applied. Such a procedure would help to promote mediation and the informal resolution of disputes, seeing arbitration as a last resort.

Student Evaluations of Teaching

While granting that student evaluations of teaching provide valuable feedback about the delivery of a course, we ask that the university recognize that these do not qualify as job evaluations.
Application of University Policies to

Application of University Policies to Course Lecturers

We are asking that our collective agreement include a number of protections. Among others, this includes a strong statement that protects our academic freedom, intellectual property rights, and moral right to our work. We are also asking that our CA include protection against sexual and psychological harassment, including bullying and intimidation.