Lakehead University Faculty Association Collective Agreement

One of the unrealised objectives is the organisation and improvement of the working conditions of the NOSM contract faculty. Although our support staff is made up of part-time members, we have not yet managed to organize NOSM`s part-time faculty. The increase in contingency and precariousness contracts is one of the greatest threats to justice and equity in our institutions and in society at large, and it is a threat that OCUFA and its many member organizations, including NOSMFSA, are committed to addressing. Our first challenge was to determine which other workers we should compare ourselves to in order to ensure that our members were treated fairly and equitably in the wider sector. Although Canada has a relatively decentralized bargaining system, the university sector negotiates within a broader union context and uses comparators to justify working and employment conditions. Given that we were considered employees in the Faculty of Medicine for two universities, both the employer and the union agreed that the terms and conditions of the Faculty of Lakehead and Laurentian, as well as other faculties of medicine in Ontario, would serve as appropriate reference persons. Our Executive reviewed and adopted the CAUT Directive on the Indigenization of the Academy and shared it with its members. Members then expressed support for the bargaining objectives of this policy, including the need to recognize the contributions, qualifications and community work of Indigenous faculty members. Date approved by LUFA Executive: November 13, 2020 Contract Lecturer Issues – What you need to know In 2018, researchers from the Canadian Centre for Policy Alternatives and CUPE collected data from 78 universities on contract faculty issues and wrote a report entitled Contract U: contract faculty at Canadian universities. No Lakehead data is displayed. The original collective agreement also focused on reconciling work and private life and contained many family-friendly provisions that allowed leave for education, illness, family responsibility (maternity and parenthood) and other reasons.

In this and other areas, collective bargaining has led to advances that have improved employment standards for all (for example. B better paid maternity leave, obtained during the negotiations of the Common Front of Quebec in 1979 and CUPW throughout the country in 1981). The Ontario Public Service Employees Union, Local 677 (Unit 1) represents faculties, librarians and specialized staff at NOSM. Substantive justice and non-formal equality aim to meet the specific needs of certain groups that aspire to justice. The integration of justice is of the opinion that justice must permeate the entire collective agreement and not be limited to the essential clauses of equity and non-discrimination. These approaches frame this article, which summarizes the justice gains achieved by the Northern Ontario School of Medicine Faculty and Staff Association and discusses several policy considerations relevant to promoting justice on a post-Current campus. The auxiliary organizing action took place simultaneously when we decided to transfer our existing bargaining unit to the Ontario Public Utilities Union (OPSEU) .. .

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