Information for Chairs and Directors
New Collective Agreement
July 1, 2002 -- June 30, 2006

The following articles/issues are new or have changes from the previous collective agreement. Those which are most likely to affect the duties of a Chair are highlighted and linked to further explanation below. Summaries of some others, full text of all new or changed articles or letters, and other information can be found at the general index page for the new agreement.

Academic Freedom Academic Responsibilities Alternative Workload Annual Performance Evaluation
Appointments Basic Scientists Centre for Women's Studies and Feminist Research Child & Family Care
Compensation & Benefits Copyright Department Chairs and Directors of Schools Employment Equity
Grievance & Arbitration Implications of Technology Income Security Intellectual Property
Non-Discrimination & Harassment Non-Traditional Units (BACS) Pay Equity Pregnancy, Parental and Adoption Leaves
Privacy Professional Expense Reimbursement Promotion & Tenure Research Chairs
Transition Tri-Council Policy Working Conditions Workload

Alternative Workload

  • All full-time members (including externally-funded and visiting) are included;
  • The possibility for exemption from the requirement for responsibilities in all three areas (teaching, research and service) is broadened.
  • Faculty Coaches are now included in the Collective Agreement with provisions for Alternative Workload arrangements recognizing duties as a Coach of a Varsity Sport, and providing for evaluation.

    Annual Performance Evaluation

  • The evaluation conducted recently will be used to determine performance increases (PLCP) for 2002-03, for those who were Members as of June 30, 2002. These increases will be retroactive to July 1, 2002.
  • The best of the past 3 evaluations (including the most recent), as available, will be used to determine the PLCP for 2003-04. This increase will be effective July 1, 2003;
  • For Members who became eligible Members after June 30, 2002, the PLCP increment for July 1, 2003, will be calculated using 2.4 salary points;
  • Procedures and criteria for evaluation are to be proposed to the Department by February 1 of each year, starting in 2004;
  • Annual reports are to be submitted to the Dean by February 15, starting in 2004;
  • Evaluations are due in the Dean's office before March 30, starting in 2004;
  • Either the Member or the Dean may request a meeting, which will take place by April 15;
  • Members may explicitly request an Alternative Workload during Sabbatical and some other Leaves, at the time of applying for the Sabbatical and for the purpose of evaluation only.


    Part-Time Changes (replacing Tier system)

    First Refusal Status and Rights

  • First Refusal Status (FRS) is achieved by teaching a particular full or half course in 3 out of four consecutive years.
  • On attaining FRS, one has First Refusal Rights (FRR) to the particular course that was taught for 3 out of four years;
  • FRR for additional courses requires that the course be taught 2 times in the last four years.
  • Once FRS is obtained, this status does not expire for 30 months after the end of the last appointment to teach in the Unit.
  • Cancellation of a course does not affect FRRs.

    Renewable Multi-Year Appointments (RMYA)

  • RMYAs are contracts for at least 2 and at most 5 years to teach a particular course;
  • For a Member with First Refusal Status, RMYA will be offered for a course taught for four consecutive years;
  • RMYA may also be offered by approval of the Dean to a Member who has First Refusal Rights for the course in question but has not taught the course for four consecutive years;
  • The course is assigned to the Member with the contract and is not advertised;
  • Grounds for non-renewal of a RMYA are limited (see Clause 16.5 of the proposed Appointments Article);
  • Members with an RMYA shall receive either two years notice of non-renewal or severance pay (see clause 16.4 of the Appointments Article).
  • The Member can choose to accept or decline a RMYA, and declining does not affect First Refusal Status or Rights.

    Current Part-Time Members: Transition to the Proposed New System

  • Fall Term, 2003 and Winter Term, 2004 will use the old system. Summer 2004 and thereafter will use the new system.
    (i) those Members who were exempt from the 3-course cap continue to be exempt, and furthermore this provision is extended to Members who held a mix of Limited-Duties and Limited-Term appointments;
    (ii) the course cap may be waived for other Members with the approval of the Provost.
  • All Limited Duties and Limited Term Appointments held in the current or previous four fiscal years shall be counted in determining FRS and FRR;
  • Current Tier 1 Members shall be offered RMYA to teach the number of courses under their entitlement as of May 1, 2003;
  • Current Members who have held a mixture of Limited Duties and Limited Term Appointments that would, in accordance with Clause 18 of the proposed Appointments Article, convey Tier 1 status, shall be offered RMYA to teach the number of courses under their entitlement as of May 1, 2003;
  • Part-Time Members who have taught an average of at least three full courses per year in the fiscal years 2000-01, 2001-02 and 2002-03 shall be offered Limited Term Appointments. See Clauses 19, 19.1, 19.2, and 19.2.1 of the proposed Appointments Article for more details.

    Other Changes

    Research Chairs:

  • sets some limits to arbitrary appointment; provides protection of other Full-Time Member's workloads.

    Academic Ranks:

  • establishes procedures for making Probationary Appointments at the rank of Assistant Professor to candidates who do not (yet) possess doctoral degrees.

    Appointments Committee:

  • allows for the suspension of the advertisement for a Limited-Term Appointment when considering the appointment of a spouse/partner of a successful candidate for a Probationary or Tenured Appointment;
  • allows for the suspension of the advertisement for an Open Appointment when considering a current Limited-Term appointee;
  • clarifies the role and responsibility of others (non-members of the Committee) who may help the Appointments Committee;
  • requires consultation with Equity Services to develop and maintain a list of relevant contact associations representing designated groups to which copies of advertisements shall be sent;
  • clarifies the confidentiality requirements in cases of conflict with Employment Equity and Non-Discrimination & Harassment.

    Limited-Term Appointments:

  • establishes grounds for non-renewal of Limited-Term Appointments;
  • establishes severance pay and/or notice provisions for non-renewal of Limited-Term Appointments.

  • Basic Scientists (Clinical Departments)

  • Appointments, P&T, APE, Sabbatical to apply mutatis mutandis.

    Centre for Women's Studies and Feminist Research

  • establishes procedures for selection of Director;
  • establishes procedures for Workload, APE, P&T;
  • identifies composition and election procedures for committees.

    Compensation & Benefits

  • There will be an anomaly fund in each of the next 3 years. Applications are due in the Dean's office by October 1. Although the committee has not (as of 03/06/10) met to decide on criteria, Members should be aware that the new agreement is less restrictive than the previous one. For example, the Committee is not restricted to comparisons inside the Unit -- it might consider comparisons outside the Unit and/or outside UWO.
  • See also timing changes and transition for PLCP, Annual Performance Evaluation above.
  • Retroactive pay shall apply to all current and past Members except those who have resigned their positions at UWO to take employment elsewhere.
    Note: there are many other provisions of the C&B article.

    Department Chairs & Directors of Schools

  • more departmental input in Chair/Director selection;
  • minimum stipend ($5000);
  • some restrictions on Modified Alternative Workload (MAW) arrangements;
  • same MAW regardless of size of Department;
  • Directors of Schools made more like Department Chairs.

    Employment Equity

  • outreach provisions -- establish list of suitable advertising venues, in consultation with Unit Appointment Committees;
  • recruitment and advertising protocols added;
  • improve reporting;
  • specify how information will be provided -- Dean to take responsibility, no forced attendance at separate information sessions.


  • Deans inform Members in writing of right to Association representation;
  • informal resolutions are without precedent or prejudice for Employer and UWOFA;
  • UWOFA given written notification of all informal resolutions;
  • UWOFA has right to launch policy grievance on disputes even when resolved, withdrawn or abandoned by Members at informal stage;
  • Step 1 decision-maker may not also decide Step 2.

    Implications of Technology

  • defines an Information and Communication Technology (ICT);
  • protects Members' rights to select and use ICTs, subject to fulfilment of Academic responsibilities (i.e. it's more difficult to require Members to use specific technology);
  • expands definition of an Alternative Learning Technology (ALT);
  • expands factors to be considered in assignments of courses using ALTs.

    Non-Discrimination & Harassment

  • better independent investigation;
  • clarification of process (who's responsible for doing what);
  • effectiveness of process (timelines).

    Non-Traditional Units

  • applies to units and programs like BACS (Bachelor of Administrative and Commercial Studies);
  • provides that the "intent" of the Collective Agreement will be respected in such cases.

    Pregnancy, Parental and Adoption Leaves

  • extend paid leave from 20 to 24 weeks (full-time only);
  • extend provisions to fathers of newborn children;
  • removal of penalty for not returning to work after leave;
  • protection of Sabbatical in case of overlap with PPA leaves.

    Promotion & Tenure

  • time lines improved;
  • new provisions allow consultation between the Provost and P&T Committee and allow the candidate to respond to the Provost's questions;
  • if the Provost is considering overturning a P&T Committee's recommendation of tenure, consultation with P&T Committee and an opportunity for the candidate to respond are required;
  • P&T committees for Joint Appointments consist of members of the P&T Committees from the two Units;
  • a member of the P&T Committee other than the Dean (usually the Chair of the candidate's Department) writes the Committee's recommendation;
  • all members of the P&T Committee have an opportunity to sign the recommendation;
  • clear procedures providing some protection of the candidate when external letters are late;
  • improved provisions regarding grievance and arbitration of a P&T decision;
  • notes taken by a secretary or assistant who is not a member of the P&T Committee become part of the P&T file and are accessible to the candidate.

    Research Chairs

    (see Appointments article)
  • sets some limits to arbitrary appointment;
  • provides protection of other Full-Time Member's workloads.

    Working Conditions

  • where construction or other noises interfere with Member's work the Employer is to endeavour to alleviate the interference;
  • pregnant or nursing Members may request accommodations in their Academic responsibilities from their Chair (or equivalent);
  • issues of personal security are to be dealt with in a timely manner. Individual Members or the Association may bring these issues to the Joint Committee;
  • all Members (including Part-Time) are to have access to computers that are capable of processing Annual Reports and grade reports. Members are to have access to facilities for printing computer files;
  • Part Time Members who share an office may propose a schedule for the exclusive use of said office.


  • Normal Workload need only be reviewed every 3 years if the Department Members vote by majority ballot. If there is to be a review, it must be ratified by a majority ballot of all Members;
  • the timing for Workload documents is revised:
    the Unit decides by April 1 whether or not to review the document,
    if the Workload document is to be reviewed, a Committee is elected by May 1,
    the Committee proposes revisions to the Unit by October 1, for ratification,
    the revised document is forwarded to the Dean by November 1,
    the Dean has one month to review the document and request changes.
  • As before, the Employer has the final word on changes. However,
  • if the Dean imposes an increase in the magnitude of the sum of the teaching and service performed by the Members, within 2 years the Dean shall return the Teaching and Service work to the pre-existing Normal Workload, unless the Full-time Members vote to accept the increase;
  • the Workload of Limited Term members shall be similar in magnitude but not necessarily in balance to that of other Full Time Members;
  • the work of a particular course shall be similar for all Full Time members and for all Part Time Members. If the work involved in such a particular course for Part Time Members exceeds Full Time Members', additional remuneration shall be stipulated in the Letter of Appointment;
  • factors affecting Teaching Workload:
    number of contact hours,
    field work, studio, performance, practicum (added to the list),
    mode of delivery,
    amount and type of marking,
    relationship to area of expertise.
  • teaching to be averaged out over 6 years (or length of remainder of a Limited term contract);
  • Alternative Workloads arrangements shall not alter the magnitude of Members' work;
  • where 30 May deadline for teaching assignments cannot be met, provisional assignments and reason(s) for delay shall be provided;
  • unless otherwise specified in the Letter of Appointment, Full Time Members are employed for 12 months and teach in 2 of 3 terms (with some restrictions);
  • Probationary members appointed as of 1 July 2002 to a contract of 5 or more years may request a term free of Teaching;
  • Full-Time Members may bank courses by rearranging up to one half course per year so as to have a term free of Teaching.