Work to Rule
WORK-TO-RULE PHASE 3:
STARTS March 2nd
The Colleges’ team, via the CEC, continues to assert that they will not return to the bargaining table, nor agree to refer outstanding issues to interest arbitration, despite faculty having clearly rejected their final offer. Typically in bargaining, following a failed final offer vote, the employer concedes that they need to move on workers’ demands. As this Employer team continues to stonewall instead, we have no choice but to increase pressure through the next phase of work to rule.
This phase (see Phase 3 attached) has been reviewed by our legal team, Local Presidents and Bargaining Advisory Committee, and is designed specifically to increase that pressure and to limit the likelihood of a lockout. It centers on three areas: online course delivery, evaluation and grade entry, and non-teaching activities/weeks. These are described in detail in the Phase 3 document; here we provide a bit of context on why these are now struck work. We will also forward a letter from our legal team reinforcing the importance and lawfulness of our work-to-rule activities.
We have also created a letter you can share with your students that explains what faculty are doing and why. Feel free to adapt it to your needs.
We have also created letters that you can send to your manager, including one for coordinators specifically, should your manager try to pressure or direct you to engage in any struck work. Please cc it to your Local union so that we can track and support you fully.
REMEMBER: work-to-rule is a temporary situation intended to bring enough pressure quickly to avoid full labour disruption. The more faculty respect the struck work criteria, the more protected we all are, and the quicker this will be done. In order for this to be successful in getting the Colleges back to the table or into arbitration, it has to be difficult for the colleges.
Mode of Delivery
We are asserting that faculty have a right to decide the mode of delivery for the courses that we teach. Under our work-to-rule action, faculty have the right to stay online if they wish to for the remainder of the Winter Term for the benefit of our students.
Whether we choose to teach online, in a hybrid format, or entirely face-to-face, we are still completing our teaching contact hours, associated preparation, evaluation and feedback, and complementary functions (i.e., performing the work that we have been contracted
Changing the mode of delivery of a course midway through the term may not be good pedagogically for our students and may make for additional workload that is not accurately represented on our SWFs. Further, we are hearing complaints from many students that they are unable to make the switch from fully online to face-to-face learning in the middle of the term because they already have family and job commitments that were made based upon being completely online. Additionally, some are experiencing challenges finding short-term accommodations for the final seven weeks of the term.
Grading and Data Entry of Evaluation
This phase will continue to see faculty completing all weekly evaluation and feedback for student work in the time attributed for that task on their SWFs, which is a continuation of the previous phases. As we know, this demonstrates the extra volunteer work that faculty put into grading and the inadequacy of our current factors, but it does limit the detailed individual feedback that faculty can provide to students.
This phase will also see faculty providing assignment grades to individual students upon request, rather than posting them to the College’s LMS. Additionally, when we submit final grades to the College, we will not do so in the way currently designed by the Colleges, which places all of the work on faculty rather than supervisors. These protocols also respect the principles of work-to-rule by ensuring that faculty – particularly Partial-Load faculty – do no work beyond what is recognized and compensated.
This is going to cause some inconveniences to faculty and students, but nothing we are doing is intended to hurt students. There is a simple reason for this action: we are trying to avoid the need to escalate further, and to limit the College’s ability to engage in a lockout, by reducing easy college access to student grades to date.
Non-teaching activities are those activities that are undertaken by counsellors and librarians (as well as professors who are not currently teaching). Non-teaching weeks cover those periods that are not covered by contracts for PL faculty, or by SWFs for FT faculty. Non-teaching weeks include the “spring break” week, also known as reading or intersession week. We have extended the struck work from Phases 1 and 2, and asked that faculty not participate in college-initiated activities, such as Town Halls, meetings, and college PD and training.
For counsellors and librarians, this means prioritizing your work so that it fits within your 35 hours. The same is true for professors who are assigned work that does not involve teaching. It means no extras, and no volunteer work. It also means not running college-initiated activities during the spring break week, nor asking other faculty to participate in these sessions. It also means no evening or weekend work—this is about limiting your work strictly, and setting boundaries. The Colleges run on the volunteer overtime you put in, rather than having appropriate staffing levels.
Program coordinators do not have SWFs for this period, and are not assigned any time for coordination activities during this week, including examples such as student recruitment, meetings, and planning. We have also asked that coordinators refrain generally from participating in contract faculty hiring throughout work-to-rule. For coordinators during SWF’d time, you should stay within your attributed time and specifically assigned tasks. If you have time assigned, but only broad tasks, then it is up to you (not your manager) to prioritize your activities and stay within your assigned time. For coordinators, supervising any faculty members is always against the Collective Agreement, and offering any input whatsoever into the hiring or rehiring of potential contract faculty is struck work in Phase Three.
Professors and instructors should not engage in preparation and evaluation during reading/intersession week/Spring Break. The time we need to do our prep and eval should be fully recognized on the SWF. Most of us play catch up during reading week, and we really shouldn't need to. The fact that we're now all accustomed to doing prep/eval during reading week reinforces the fact that our current SWF factors are insufficient.
It is not our responsibility to spend our own professional development time to make up for the College’s failure to provide sufficient time during the SWF period to complete preparation or evaluation. In normal circumstances, non-teaching periods are used for activities initiated by the faculty member or by the College. During work-to-rule, non-teaching periods are used for activities initiated only by the faculty member.
This extends to academic integrity and dishonesty processes, as well as supplemental assignments/exams. Again, these processes take well beyond the attributed time on your SWF or contract. These protocols ensure that academic integrity issues are identified and
addressed, without unloading time-consuming College processes onto faculty in
the form of unrecognized and uncompensated work. Furthermore, if faculty are given no “additional attributed hours for evaluation/feedback” on their SWF, then preparing and grading supplementary exams is purely volunteer work, which we do not do during work-to-rule.
We hope that this helps provide enough background and rationale to demonstrate the importance of these activities. If you have questions about your specific circumstances, or the process, please reach out to your Local union. Together we will work to get you the information and support you need.
And the work-to-rule process is working: every day we are sent stories of faculty exercising their legal right to strike and successfully pushing back against managers who ask them to violate the work-to-rule guidelines. Many colleges are rescheduling activities and cancelling meetings as a result of faculty solidarity. Reports from across the system tell us that the pressure on frontline managers is trickling up to Deans and VPs, and that the College Presidents are starting to get the message.
Faculty solidarity works: your team is doing everything we can to protect the year for students, and to achieve a fair settlement that addresses faculty needs. It is up to the College Presidents to do their part.
JP, Jonathan, Katie, Michelle, Ravi, Rebecca, Shawn
Your CAAT-A Bargaining Team
Conestoga College Spoke News Story
A recent article in the Conestoga College campus media Spoke News covered the work-to-rule campaign: ARTICLE https://spokeonline.com/2022/01/faculty-strike-looms-over-conestoga-college-after-union-negotiations-hit-a-standstill/
January 10, 2022
Frequently Asked Questions
Thank you to everyone who provided questions for us to try and make sense of returning to campus and the work to rule. We’ve tried to answer as many as we could. I have grouped the questions into “General Questions” “Return to Campus Safety Questions” and “Work to Rule Questions” below.
We will also be hosting drop-in sessions for Local 237 members over the next few weeks. These sessions are designed to allow you to meet with your local steward and the acting President to ask questions in a smaller setting. Details of the timing of these drop-in sessions are listed below before the Frequently Asked Questions and Answers.
Small Faculty Information Question & Answer Zoom Sessions
We have set up a number of sessions for local 237 members to ask questions in a smaller setting. We are encouraging faculty from specific areas to attend specific sessions with their colleagues. However, we recognize the schedule may not work for everyone so please feel free to attend a different groups session if you cannot make your own. For all of these sessions the following Zoom information will provide you access:
Meeting ID: 826 1941 1634
LINC Program, Tuesday January 11 at 4:00 pm
Downtown Kitchener Campus: Wednesday, January 12 at 11:30 am
Hospitality & Culinary Arts: Wednesday, January 12 at 1:00 pm
Counsellors and Librarians: Wednesday, January 12 at 7 p.m.
Workforce Development: Friday January 14 at 10:00 am
School of Business: Monday, January 17 at 12:30 pm
Partial Load Faculty: Monday, January 17 at 1:00 pm
Full Time Faculty: Monday, January 17 at 1:30 pm
Interdisciplinary Studies: Monday, January 17 at 2:00 pm
Communications/ELS/EAP: Wednesday, January 19 at 12 noon
Why didn’t you answer my question?
Some people used the form to share some fairly specific questions. Since the form was set up to allow anonymity, we can’t answer most of your questions directly as we do not know who you are. General answers have been provided here but, if you would like to ask a question and remain anonymous please email Anthony Piscitelli at email@example.com. Your name will not be revealed without your consent.
Return to Campus & Safety Questions:
What can I do about the lack of social distancing in the classroom?
The college sector has been exempted from some of the requirements that other businesses and sectors are being forced to follow. This issue remains contentious and discussion between the union and management is ongoing. If you feel you have an unsafe work environment, you do have the right to refuse the work. However, at the present time, a work refusal based on a lack of social distancing would not likely be successful under Ministry of Labour rules. Contact the union at firstname.lastname@example.org if you have concerns about social distancing in your labs.
What masks will be provided by Conestoga College when I return to work in person? Can I wear an n95 mask?
Conestoga College is providing 3-ply masks. You can request to have two 3-ply masks, which may provide better protection than one mask and help with gaps. However, currently, Conestoga College will not allow employees to wear better masks such as an n95 or kn95 (except in some specific areas where the surgical masks present a fire hazard). Local 237 is in the process of filing a Union Grievance requesting our members be allowed to wear n95 masks. If you would like to file a personal grievance to request to wear an n95, kN95, or another respirator mask please contact the local and we would be happy to assist.
I have some specific concerns about the safety practices on campus, what can I do to have these addressed?
If you have specific safety concerns you are encouraged to contact the health and safety committee. We have several union representatives on this committee. Our lead is Claudia Schubert (email@example.com) who would be happy to assist you with your concern.
What should I do with students who do not properly wear their masks in class?
We recommend politely letting the student know that the mask has slipped and that they should put it back on properly. If a student continues to disregard your instructions, it may be necessary to ask the student to leave. If they resist, do not intervene yourself. Contact security to assist.
Work to Rule Questions
Will the work to rule negatively impact the educational experience of the students?
This is a tough question. No one wants to hurt the students. The reality is the labour relations between the union and colleges have broken down, so this is bound to have a negative impact on students. A work to rule campaign is much less harmful to students than a full work stoppage. We hope the work to rule campaign will create enough pressure to lead to a fair deal and avoid an escalation of labour actions.
What should I do during the weeks where I do not have a SWF?
Weeks without a SWF are governed by section 11.08 of the collective agreement. This section requires faculty to complete activities that are agreed to by “mutual consent”, which must not be ‘unreasonably withheld’. During the work-to-rule campaign, it is reasonable to withhold consent for assigned activities outside of the SWF period. Currently, the imposed agreement changes from the colleges have not changed section 11.08 of the collective agreement (note this could change at any time so if the agreement is further modified this advice may need to change).
Are negotiations currently taking place?
OPSEU has invited the College Employer Council to return to the bargaining table but unfortunately, the CEC has refused to do so at this time.
Should Part-Time or Sessional Faculty who were previously Partial Load participate in the work to rule campaign?
While the support of part-time & sessional faculty is appreciated, until you become a member of the union, you are not provided with the same protection as unionized employees. It would be best to show your support outside of the work-to-rule campaign.
Why don’t we just strike now? It seems like the College Employer Council is not going to listen until we do.
The more pressure we can put on the College Employer Council through the work to rule campaign the less likely we will need to strike.
Note from Anthony Piscitelli, Local 237 President: In my previous positions as both a manager and a unionized employee, I do not recall ever seeing an email from the employer to unionized employees trying to influence a strike vote or participation in a work-to-rule campaign. I believe a major reason we end up in contentious labour negotiations on a regular basis in our system is that the College Employer Council believes we are a weak union that is unwilling to stand behind the negotiating team. The best way to counteract this is by delivering strong strike mandates, voting down forced offers, and vigorously participating in work-to-rule campaigns.
If we accidentally do some work that we should not have done, what is the consequence?
The key word is “accidentally”. We know that work to rule is new to everyone and that you are trying your best. If you make a mistake and do a bit of work you should not be doing there will be no consequences from Local 237, beyond a polite reminder. However, someone who consistently and deliberately ignores work to rule guidelines is essentially "crossing a picket line," which undermines all our efforts.
What types of activities are covered by the six complimentary hours on our SWF?
The six complementary hours are split up with 4 hours for out of the class assistance to students and 2 hours for normal administrative tasks.
Who can answer questions when we aren't sure whether or not we are allowed to do something based on the guidelines for work-to-rule?
Can these rules be shared with managers who also don't know what we are allowed to do or what they are allowed to ask us to do?
We have shared the recent communications to the members (including this one) with the head of human resources. If your manager has questions about instructions given to members of the local, please encourage them to contact Human Resources.
Can someone please create an FAQ list we can refer to?
Yes, we can absolutely do that for you. Great idea!
Where can I find the Union Zoom background?
The Bargaining for Better background can be found at the following link:
Do I need to use the Union Zoom background when I teach?
We encourage you to consider using this background when teaching a class. We recognize that not everyone is comfortable doing this as it may invite unwanted questions (or if you are like some faculty, you may not want to use it as you fear the occasional floating head of your child or dog that appears on the screen using any virtual background). If you do not feel comfortable using the union background when teaching, we ask you to consider using it when meeting with any Chair or manager.
What should I say if students ask me about the work to rule campaign?
How you address these questions will depend on the type of class that you are teaching and how comfortable you are answering these types of questions. If you are in an engineering class, a brief explanation of how the work to rule action will impact the classroom experience might be an appropriate focus. However, if you teach a class with learning outcomes related to politics, business, labour relations, sociology, psychology, education system, or a similar field, a more detailed discussion of the labour relations within the college sector may present a good opportunity to engage your students. Anthony Piscitelli has developed a five-hour interactive workshop that is used in the Public Policy class to review the entire course and explore mandated votes in the college sector. (I am happy to share this if it is useful for your class).
If you are not comfortable answering these types of questions, you can refer your students to www.collegefaculty.org if they wish to learn more about the issues.
Rest assured, it is possible to remain professional and serve your students well, while fully participating in Work to Rule actions. Full participation in job actions such as this can dramatically shorten the duration of this process and will ultimately lead to a better educational experience for our students, and a better college system overall.
PHASE 2: Work to Rule
Starts 12:01am, January 3, 2022
● Imposition of terms and conditions prevents the possibility of good labour relations.
● It is a choice by the colleges and the CEC to abandon negotiations and to force
faculty to work only under the conditions the colleges and CEC want.
● All actions below specifically target administrators, not students.
● Focus on needs of students and supporting their learning
● Maintain contact with students and keep them informed
● Maintain contact with Local and attend union activities and meetings
● Follow explicit written direction from your manager (and talk to your Local about
how to file a grievance if necessary).
● Not perform any of the tasks from PHASE 1
● Take part in ongoing solidarity actions.
As we enter into the Winter semester, as well as Phase 2 of our work-to-rule job action, we know that you have many questions. The Locals and Bargaining Team have received common questions in regard to start-up meetings, orientation, and coordinator work in particular.
We address some of these below, and will provide further details at our provincewide Zoom webinar on January 5th (see details below).
We have also created a series of videos about how to read and understand your SWF, so that full-time faculty can understand the limits of your assigned workload. Specific information relevant to partial-load faculty can be found here, and your Local can also address questions and concerns, or forward them on to the bargaining team.
Many questions have arisen regarding pandemic health and safety in the return to face-to-face classes for labs/shops/co-op and field placements, particularly in the face of many colleges’ refusal to institute physical distancing measures, provide appropriate PPE, install HEPA filtration units, or provide paid sick time to contract faculty. We encourage you to ask questions of your college regarding their commitment to the health and safety of students and faculty as it relates to the current wave of the pandemic. Similarly, we remind all faculty that you have the right to refuse unsafe work. If you are unsure if your working conditions are safe, please contact your faculty representative on the Joint Occupational Health and Safety Committee (or your Local Union). You can also contact your local public health authority or the Ministry of Labour.
Work-to-Rule Provincewide Information Meeting
The CAAT-A Divisional Executive is organizing a Provincewide Town Hall, as we enter into Phase Two of Work-to-Rule at our Colleges. The Bargaining Team will be discussing work-to-rule and answering common questions we've received. In addition, attendees will also have the chance to submit questions.
When: Jan 5, 2022 06:30 PM Eastern Time (US and Canada)
Topic: Faculty Town Hall
Register in advance for this webinar:
After registering, you will receive a confirmation email containing information about joining the webinar.
We are currently attempting to provide simultaneous translation at this meeting.
Should I attend meetings and orientation sessions during the week of January 3-7?
Do not participate in the following pre-semester activities: professional development, town halls, school/divisional/department meetings, recruitment, orientation, etc.
To be clear, between January 3-7 (a non-teaching/11.08 period), any work that is assigned by managers should not be undertaken. Article 11.08 does not give managers the right to assign work during non-teaching periods; these periods are instead reserved for mutually agreed-to activities. While the Collective Agreement says that agreement shall not be unreasonably withheld by either faculty or managers, we are currently in work-to-rule, and it is therefore reasonable for faculty to refuse the tasks that managers attempt to assign them during non-SWFed periods.
What activities should I avoid, starting on January 3?
No unassigned college meetings
No unassigned and agreed-to professional development
No unassigned extracurricular activities
No holiday gatherings
No town halls.
Do not engage in any tasks that are not explicitly recorded on your SWF or (if partial-load) your contract, including volunteer meetings or committee work, extracurriculars, informal assistance to managers, programs, special projects.
What if I’m a program or course coordinator?
The same applies to program and course coordinators. The colleges have chosen to impose terms and conditions, including that “Coordinator duties will be reduced in writing before an employee accepts a coordinator-ship. Such acceptance will remain voluntary.” Coordinator duties are included on your SWF, and take place during the period covered by your SWF. The colleges have not changed those terms and conditions, and have said that they will not be imposing further terms and conditions. For the time being, that means that coordinators are not to participate in the struck work listed above.
While you should have been provided a written list of assigned coordinator duties and a clear number of hours on your SWF for the performance of those duties, that would only apply during the SWF period. During the non-teaching period before or after the SWF, you are not obliged to perform those duties.
2. How can I respond to my supervisor this week?
You are invited to adapt either of the following messages, to suit your purposes:
“Unfortunately, I am not in the position to attend any meetings this week, as CAAT-A faculty are currently in Phase 2 of the work-to-rule campaign. Engaging in struck work at this point would be equivalent to crossing a picket line. I hope that this work-to-rule job action will demonstrate the value of faculty work, get the employer back to the table to negotiate the issues important to faculty, and make a full strike unnecessary.”
“In accordance with the work to rule plan, I will not be attending college meetings or activities this week, nor any that are not specifically recorded on my SWF with appropriate time attributed. While It gives me no joy to refrain from campus activities, I believe in the collective bargaining process and the rights it has provided me and countless others. Until the bargaining team directs otherwise, this is my position.”
3. What should I tell my students about work-to-rule?
You are invited to adapt either of the following messages, to suit your purposes, depending :
“Thank you for your email.
At the moment, all college faculty (Librarians, Counsellors, Professors and Instructors) are engaging in labour action - 'Work to Rule'. Under our current contract, I am allocated 6 hours of administrative time during the week. This includes emails, meetings, and regular contact with students and external stakeholders. I am also attributed no more than 5.4 minutes to grade each student’s work and provide feedback, weekly. The workload formula which gives these numbers hasn't changed in almost forty years!
Any work/emails which take longer than the times that I have been attributed for those tasks each week will be deferred to the following calendar week. Please encourage the college president to direct the College Employer Council to return to the bargaining table to resolve these issues. If this is urgent, please contact [provide your chair’s name and e-mail].”
“In response to the College Employer Council's decision to unilaterally impose employment conditions after college faculty voted to support strike actions (https://www.collegefaculty.org/2021/12/17/opseu-sefpo-stands-in-support-of-college-faculty-members/), Ontario college faculty are now following work-to-rule guidelines established by the Faculty Bargaining Team.
Faculty have chosen to focus on our students' needs and not interrupt College courses with a strike at this time, while demanding that our employer negotiate a fair resolution to this labour dispute. Work-to-rule means that we will be working only the time outlined by our current contract and workload assignments, or our job descriptions. This means that we may not be available for additional, volunteer work that we may normally do, or work outside of regular work hours. Therefore, we may take more time than usual to respond to emails or other forms of communication and any additional work-related requests.
Currently we are in Phase 2 of the planned work-to-rule job actions. For more information on these actions including a work-to-rule FAQ, please visit: https://www.collegefaculty.org/work-to-rule/.
We appreciate your patience and your support in our efforts to improve working conditions for Ontario college faculty and the learning conditions of Ontario college students.”
Your CAATA Bargaining Team
Salutations aux personnel scolaire :
Alors que nous entrons dans le semestre d'hiver, ainsi que dans la phase 2 de notre grève du zèle, nous savons que vous avez de nombreuses questions. Les sections locales et l'équipe de négociation ont reçu des questions courantes concernant les réunions de démarrage, l'orientation et le travail des coordonnateurs en particulier.
Nous répondons à certaines d'entre elles ci-dessous et nous fournirons de plus amples détails lors de notre webinaire Zoom provincial du 5 janvier (voir détails ci-dessous).
Nous avons également créé une série de vidéos sur la façon de lire et de comprendre votre SWF, afin que les professeurs à temps plein puissent comprendre les limites de la charge de travail qui leur est assignée. Des informations spécifiques concernant les professeurs à charge partielle peuvent être trouvées ici, et votre section locale peut également répondre aux questions et préoccupations, ou les transmettre à l'équipe de négociation.
De nombreuses questions ont été soulevées concernant la santé et la sécurité en cas de pandémie lors du retour aux cours en face à face pour les laboratoires/ateliers/coop et les stages sur le terrain, en particulier face au refus de nombreux collèges d'instituer des mesures de distanciation physique, de fournir un EPI approprié, d'installer des unités de filtration HEPA ou d'accorder des congés de maladie payés aux professeurs contractuels. Nous vous encourageons à poser des questions à votre collège concernant son engagement envers la santé et la sécurité des étudiants et du corps enseignant en ce qui concerne la vague actuelle de la pandémie. De même, nous rappelons à tous les professeurs que vous avez le droit de refuser un travail dangereux. Si vous n'êtes pas certain que vos conditions de travail sont sûres, veuillez contacter votre représentant du corps professoral au sein du comité conjoint de santé et de sécurité au travail (ou votre syndicat local). Vous pouvez également contacter votre autorité locale de santé publique ou le ministère du Travail.
1. Réunion d'information à l'échelle de la province sur le programme <<grève du zèle>>
L'exécutif divisionnaire du CAAT-A organise une assemblée générale à l'échelle de la province, alors que nous entrons dans la deuxième phase de la grève du zèle dans nos collèges. L'équipe de négociation discutera la grève du zèle, et répondre aux questions courantes que nous avons reçues. En outre, les participants auront également la possibilité de soumettre des questions.
Quand : 5 janvier, 2022 18h30 EST
Inscrivez-vous à l'avance à ce webinaire : https://us02web.zoom.us/webinar/register/WN_2UQs9M8ySmG0x7X87wi2bg Après votre inscription, vous recevrez un courriel de confirmation contenant des informations sur la participation au webinaire.
Nous essayons actuellement d'assurer une traduction simultanée lors de cette réunion.
2. Dois-je assister aux réunions et aux sessions d'orientation pendant la semaine du 3 au 7 janvier ?
Ne participez pas aux activités pré-semestrielles suivantes : développement professionnel, assemblées générales, réunions d'école/divisionnaires/départements, recrutement, orientation, etc.
Pour être clair, entre le 3 et le 7 janvier (une période sans enseignement/11.08), tout travail assigné par les gestionnaires ne doit pas être entrepris. L'article 11.08 ne donne pas aux gestionnaires le droit d'assigner du travail pendant les périodes de non-enseignement ; ces périodes sont plutôt réservées à des activités convenues d'un commun accord. Bien que la convention collective stipule que l'accord ne doit pas être refusé sans raison par le corps professoral ou les gestionnaires, nous sommes actuellement en régime de travail à la règle, et il est donc raisonnable pour le corps professoral de refuser les tâches que les gestionnaires tentent de leur assigner pendant les périodes non enseignées.
3. Quelles activités dois-je éviter à partir du 3 janvier ?
Aucune réunion collégiale non assignée
Pas de développement professionnel non assigné et convenu
Pas d'activités parascolaires non assignées
Pas de réunions de vacances
Pas de réunions publiques
Ne vous engagez pas dans des tâches qui ne sont pas explicitement enregistrées sur votre FCT ou (si charge partielle) votre contrat, y compris les réunions de bénévoles ou le travail en comité, les activités parascolaires, l'aide informelle aux gestionnaires, les programmes, les projets spéciaux.
4. Que dois-je faire si je suis un coordinateur de programme ou de cours ?
Il en va de même pour les coordonnateurs de programmes et de cours. Les collèges ont choisi d'imposer des conditions, notamment que "les fonctions de coordonnateur seront réduites par écrit avant qu'un employé accepte un poste de coordonnateur. Cette acceptation restera volontaire." Les fonctions de coordinateur sont incluses dans votre FCT, et ont lieu pendant la période couverte par votre FCT. Les collèges n'ont pas modifié ces conditions, et ont déclaré qu'ils n'en imposeraient pas d'autres. Pour l'instant, cela signifie que les coordonnateurs ne doivent pas participer aux travaux de grève énumérés ci-dessus.
Bien que vous auriez dû recevoir une liste écrite des fonctions de coordonnateur assignées et un nombre précis d'heures sur votre FCT pour l'exécution de ces fonctions, cela ne s'applique que pendant la période de FCT. Pendant la période de non-enseignement avant ou après le FCT, vous n'êtes pas obligé d'accomplir ces tâches.
5. Comment puis-je répondre à mon superviseur cette semaine ?
Nous vous invitons à adapter l'un ou l'autre des messages suivants, en fonction de vos besoins :
"Malheureusement, je ne suis pas en mesure d'assister à des réunions cette semaine, car les professeurs du CAAT-A sont actuellement dans la phase 2 de la grève du zèle. S'engager dans un travail de grève à ce stade équivaudrait à franchir un piquet de grève. J'espère que cette action de grève démontrera la valeur du travail du corps professoral, ramènera l'employeur à la table pour négocier les questions importantes pour le corps professoral, et rendra une grève complète inutile."
"Conformément au plan de la grève du zèle, je n'assisterai pas aux réunions ou aux activités du collège cette semaine, ni à celles qui ne sont pas spécifiquement enregistrées sur mon FCT avec le temps approprié attribué. Bien que je ne me réjouisse pas de m'abstenir de participer aux activités du campus, je crois au processus de négociation collective et aux droits qu'il m'a conférés, ainsi qu'à d'innombrables autres personnes. Jusqu'à ce que l'équipe de négociation en décide autrement, telle est ma position."
6. Que dois-je dire à mes élèves au sujet de la grève du zèle?
Nous vous invitons à adapter l'un ou l'autre des messages suivants, en fonction de vos objectifs, selon :
"Merci pour votre courriel.
En ce moment, tous les professeurs du collège (bibliothécaires, conseillers, professeurs et instructeurs) participent à une action syndicale - <<grève du zèle>>. En vertu de notre contrat actuel, on m'alloue 6 heures de temps administratif pendant la semaine. Cela comprend les courriels, les réunions et les contacts réguliers avec les étudiants et les parties prenantes externes. On m'attribue également un maximum de 5,4 minutes pour noter le travail de chaque étudiant et lui donner un feedback, chaque semaine. La formule de calcul de la charge de travail qui donne ces chiffres n'a pas changé depuis près de quarante ans !
Tout travail/courriel qui prend plus de temps que le temps qui m'a été attribué pour ces tâches chaque semaine sera reporté à la semaine civile suivante. Veuillez encourager le président du collège à demander au Conseil des employeurs du collège de retourner à la table de négociation pour résoudre ces problèmes. Si cela est urgent, veuillez contacter [indiquez le nom et le courriel de votre président]."
"En réponse à la décision du Conseil collégial de l'employeur d'imposer unilatéralement des conditions d'emploi après que le corps professoral a voté en faveur de la grève (https://www.collegefaculty.org/2021/12/17/opseu-sefpo-stands-in-support-of-college-faculty-members/), le corps professoral des collèges de l'Ontario suit maintenant les directives de travail à la règle établies par l'équipe de négociation du corps professoral.
Le personnel scolaire a choisi de se concentrer sur les besoins de nos étudiants et de ne pas interrompre les cours du collège par une grève en ce moment, tout en exigeant que notre employeur négocie une résolution équitable de ce conflit de travail. Le grève du zèle signifie que nous ne travaillerons que le temps prévu par notre contrat actuel et les affectations de la charge de travail, ou nos descriptions de poste. Cela signifie que nous ne serons peut-être pas disponibles pour du travail supplémentaire, du travail bénévole que nous faisons normalement, ou du travail en dehors des heures normales de travail. Par conséquent, il se peut que nous prenions plus de temps que d'habitude pour répondre aux courriels ou à d'autres formes de communication et à toute demande supplémentaire liée au travail.
Nous sommes actuellement dans la phase 2 des actions prévues pour le passage du travail à la règle. Pour plus d'informations sur ces actions, y compris une FAQ sur le passage du travail à la règle, veuillez consulter le site : https://www.collegefaculty.org/work-to-rule/#french. Nous apprécions votre patience et votre soutien dans nos efforts pour améliorer les conditions de travail du corps professoral des collèges de l'Ontario et les conditions d'apprentissage des étudiants des collèges de l'Ontario."
En toute solidarité,
Votre équipe de négociation CAAT-A
PHASE 1: Work to Rule
As you may have heard by now, College Faculty are planning to Work to Rule starting this Saturday, December 18. Work to Rule means that we work exactly to the letter of our employment contract--no more. It is a legal form of protest, and it does not involve the loss of any pay.
Attached you will find two information sheets. One discusses what actions we will take during WTR, and the other is a list of Frequently Asked Questions.
Any faculty who feels they may be disciplined for working to rule should contact the union immediately. The college is aware that we will be working to rule, and all chairs and managers have been informed that this is legal and not an excuse for discipline. Some will likely try to pressure members into breaking ranks. If you feel you are being pressured or threatened with retaliation for working to rule, contact the union immediately.
Remember: Work to Rule works if we all stand together and support each other. If you have questions, contact your union, Local 237 at Letterbox237@gmail.com . More information can also be found at www.local237.ca and www.collegefaculty.org.
We will continue to update you as soon as we receive more information from the Bargaining Team.
What Does Phase 1 of Work to Rule looks like?
Start recording all of the time you spend on the different parts of your work, such as evaluation, preparation, meetings, student email, etc. We recommend using Toggl, a free and easy to use app that you can use from your computer or phone.
Consider changing the signature line on your college and personal email to read:
“The College Employer Council and college management have chosen to impose
terms and conditions of work on college faculty, rather than agreeing to extend
existing terms while the faculty and employer bargaining teams negotiate a
Collective Agreement. College faculty have begun a work-to-rule campaign, in
protest. For more information visit local237.ca
Share the Following Sample Message on your LMS and social media
"The College Employer Council and college management have chosen to impose terms and conditions of work on college faculty, rather than agreeing to extend existing terms while the faculty and employer bargaining teams negotiate a Collective Agreement. College faculty have begun a work-to-rule campaign in protest. For more information, click here: collegefaculty.org or local237.ca.
College faculty are fighting for the following, for students and the college system.
The Colleges are refusing:
● More time for student evaluation
● Preparation time for online learning
● Partial-load job security and seniority improvements
● No contracting out of counsellor and other faculty work
● Faculty consent prior to the sale or reuse of faculty course materials
● Jointly-led committees and round tables able to implement changes around workload, equity, and Indigenization, decolonization, and Truth and
Sign the click-to-email letter at collegefaculty.org and distribute it to students via non-college email. Share it with friends, family, colleagues, other organizations you belong to, and ask for their support.
Download and use the “Bargaining for Better” Zoom background for all online meetings with college administrators and students.
Upload as little as possible for the upcoming semester on college LMS platforms.
Do no work over the scheduled holiday period.
For Partial-Load faculty, we recommend that you avoid doing any work during any day when you are not under contract.
Partial Load Faulty:
Partial Load Contract states:
Except as may be otherwise mutually agreed in writing between the employee and the
College, an employment contract accepted by the employee will indicate the rate of pay based on output as measured in the teaching contact hours, and includes all
preparation and evaluation, with materials produced by the employee for the teaching
contract, including online materials in the College learning management system, to
remain the property of the College. Union Dues to be deducted.
Work to Rule:
No requirement to attend Department meetings
No requirement to attend course-level meetings
No requirement to hold “Office Hours” outside of your regularly scheduled classtime
PLs have stated their availability prior to contracts/ schedule being issued
Eg. If you stated availability of Tuesday, Wednesday – then only do
college work on those days
No requirement to deal with emails outside of your availability and, or office hours
(Monday to Friday), unless scheduled on weekends/evenings for teaching
Set realistic expectations through the Instructional Plan and eConestoga
No requirement to create content – this is the job of the Curriculum Guide (CG)
No requirement to research and/ or include outside content that is not provided in the Course Shell