Right of first refusal for Term employees for work within their area

·         ESL Protocol to be incorporated into Agreement ( Article 4.6)

·         Effective January 1, 2002 all terms with 6 months of contract(s) will be eligible for on-going work by seniority within their area

·         To be eligible a Term must meet area hiring qualifications (Persons who do not meet the area hiring qualifications will be notified in writing)

Control over Education Technology

·         New Letter of Understanding

·         Voluntary involvement

·         College to provide training

·         College to provide technical support to students

·         Union/College agreement regarding workload prior to work assignment

·         Workload, duty days, hiring, copyright, evaluation & appraisal provisions to apply

·         No layoffs as a direct result of Education Technology or Distributed Learning

Change in status from “Auxiliary” to “Term” to become automatic after 19 days/retroactive

·         Recognition retroactively of the 19 consecutive duty days to be counted toward regularization only

Standardize hiring process and criteria

·         All departments to submit Area Hiring Qualifications to VP/delegate for approval by December 31, 2001

·         Incorporated arbitration award – Blasina language, re hiring process

·         All hiring to be conducted by Area Hiring Committee(s) in accordance with process

Increase IRA release time

·         Additional 800 days (approx.) provided to the pool effective September 1, 2001

·         Model to include minimum number of days (25) plus 10 days to each department

·         Inclusion of “retail” duties in disbursement

Improve working conditions for those whose assigned duty is split

·         Added language that calls for a joint union/College committee to explore concerns for those working evening, weekend, and split shifts

Professional Development time to be accrued monthly

·         New – after 7 months of duty, employees will be eligible for 15 days of PD.  ( remains at 20 days after 8 months)

Standardize workload throughout system

(through Provincial table)

·         Joint Union/Management Committee to study workload issues, funded by MAETT

Consideration for instructors working with Students with Disabilities

·         New Letter of Understanding to review existing procedures and establish processes for accessing and providing support

Deleted Appendix XIII – Enhanced Program Delivery

·         Removed

Increase number of Education Leaves

·         Increased the FTE time available from 2 to 2.75 FTE

Retirement Preparation Leave criteria to refer to number of years of service not maximum or top step

·         Added to criteria “or have 10 years of service”

Retirement Preparation Leave to be allowed part-time

·         Change to be taken at 100% OR 50%

Faculty representation in all planning of new facilities or significant renovations to existing facilities

·         Agreed

 Including Union rep on space allocation committee.

Occupational Health and Safety

·         Include rights of instructors to be informed of known risk(s) including the potential for violence

·         Incorporate rights and responsibilites of the OH & S Committee

Employer paid STD premiums

·         New STD/LTD coverage will be discussed and voted on separately.

·         Locals have until September 30, 2001 to choose – information meetings to be held in September.

Reinstate 6 month cleaning/scaling

(clarified through Provincial table)

·         Agreed by both College and carrier.  See Common Agreement – JADRC bulletin No 4

·         Nine-month limitation applies to polishing, application of fluoride, and the dentist examination.

·         If gum disease or dental problem requires more frequent visits Dentist must note this on claim form

Increase Professional Development compensation funds

·         Additional $50, 000 will be available for “hard” costs (course or conference fees) to be adjudicated by a joint Union/College committee

·         Committee to formulate process and criteria for applications

“Top up” to EI Maternity benefits

(through Provincial table)

·         Effective April 1, 2002

·         100% for first 2 weeks

·         95% for 15 weeks of Maternity Leave

·         85% for 35 weeks of Parental Leave – biological mother; or 37 weeks for biological father of adoptive parent

Remove “on going” savings as a criteria for benefit improvements

(through Provincial table)

·         Agreed to remove language

·         Existing savings will be used to “level up” vision care.

Improved access to benefits

(through Provincial table)

·         Dental coverage to be effective after 3 months

No changes to benefits levels without consultation

(through Provincial table)

·         Local parties must be consulted

Change criteria for ERI’s to combination of age plus seniority

·         Agreed

·         Effective fiscal year starting April 1, 2002

Improve benefits while on Pension

(through separate discussions of Pension Partners – to be finalized at June Pension Trustee meeting)

·         Increased pension at age 65 due to CPP “delinking” benefit increases from 1.3% to 1.7% effective January 1, 2002

·         $5 mil of surplus to be used to improve Health & Welfare benefits to retirees

Extended employer paid health and welfare coverage to the last day of the month following termination

(through Provincial table)

·         for retirees only as a transition before Pension benefits take effect

Extend Harassment Investigators timeline(s)

·         Additional language allows for flexibility “by mutual consent” of both parties – union and college

Adjust ¼ time Union Leave language to reflect intent

(through Provincial table)

·         Common Agreement language and discussion clarified

Evaluations

·         Appendix IX clause 5.3.5 changed to two (2) evaluations to be deemed to have completed the evaluation process

·         A term instructor is deemed to have received a satisfactory evaluation if one has not been undertaken by the employer before regularization

General increase to all steps, equally

·         2% in each of three years

·         Labour Market Adjustment to Step 1 in year two ($3166), to Step 1 in year three ($900), and Step 2 in year three ($396).

Reduction in number of steps in scale

(through Provincial table)

·         In year two – scale is compressed to 10 steps – funded from Labour Market Adjustment

Increments throughout scale to be equalized

(through Provincial table)

·         Except Step 1 and 2 due to Labour Market Adjustment (see above)

All other steps:

·         Increments in year two equal $2350

·         Increments in year three equal $2397

Portability of Salary step from one college to another

(through Provincial table)

·         Employees hired at another institution within 2 years, will be placed on a step at the higher of the new college’s placement language or the step from previous college.

Add Health Service Nurses throughout VCCFA “main” Agreement

·         “Employee” to be used in articles that cover everyone.  “Instructors” and “Health Services Nurses” to be used appropriately when article only applies to specific group.

·         Nurses on Salary grid – cap at Step 5

·         Vacation for Nurses as per their previous agreement.