ULFA has several vacancies on the Job Action Committee and Bargaining Resource Committee. These roles involve bi-weekly meetings and other duties, as you are able.
Two vacancies for Bargaining Resource Committee
1) A representative from a professional faculty (Ed, DSB, HS) for a term ending June 30, 2021.
2) An instructor/academic assistant representative for a term ending June 30, 2022.
Three vacancies for the Job Action Committee
1) A representative for Humanities and Social Sciences (term ends June 30, 2022)
2) A representative for Health Sciences (term ends June 30, 2022)
3) A representative for the Calgary Campus (term ends June 30, 2022)
Terms of reference for these committees can be found in Appendix A of the ULFA Bylaws
Note that as per the Collective Agreement, in Article 5.03.1:
A Member’s service to the Association shall be deemed Service to the University and Society in evaluation of performance.
If you are interested in one of these positions, or have questions, please contact ULFA Executive Officer, Aaron Chubb, email@example.com; and cc the appropriate committee chair.
Job Action Committee Chair: Ran Barley JACchair@ulfa.ca
Bargaining Resource Committee Chair: Rob Sutherland BRCchair@ulfa.ca
ULFA Executive Officer
This week, ULFA received a statement of solidarity from Memorial University of Newfoundland Faculty Association. We are posting this to show we are not alone in the challenges facing academic workers and post-secondary education in this province.
“MUNFA extends our political support to Alberta’s academic staff associations and its wider union
movement. The harms you face are threats to us all.”
Read the entire MUNFA letter to ULFA.
Negotiating teams representing ULFA and the Board met on Monday to discuss extending the 2018-2020 Collective Agreement for a period of between one and three years. The result of this meeting was an agreement to meet again in mid-September, at which point the teams will either attempt to finalise a contract extension or begin exchanging language as part of negotiations for a new collective agreement.
The prompt for the discussion was a draft Memorandum of Settlement prepared by ULFA. This was a proposal to extend all terms and conditions in the current Collective Agreement for an additional year. Under this proposal the new end date of the Collective Agreement would be June 30th, 2021 (instead of the current June 30th, 2020) and all other dates would be adjusted accordingly. All other terms and conditions would stay in effect without modification. The purpose of the proposed extension was to provide certainty to both management and the union during the unprecedented COVID crisis.
During their two hour videoconference, the two sides compared notes on the current national, provincial, and institutional situation, discussed various approaches to continuing bargaining, and explored different options for extending the current agreement for periods ranging from one to three or more years.
The Board team indicated that it would bring the key points of Monday’s discussion to its larger team and, potentially, the Board of Governors, before getting back to the ULFA team.
Prior to this meeting, the Board had advised ULFA of revisions to its negotiating team due to changing positions in the university administration. The new Board negotiating team still includes Dr. Chris Nicol as Chief Negotiator and Ms. Linda Van der Velde from Human Resources. They are joined by new members Dr. Mary Ingraham and Dr. Kelly Williams-Whitt.
“Recent budget cuts have started a series of internal reviews and restructurings at Alberta
universities,” said Dr. Kevin Kane, president of CAFA and Professor of Medical Microbiology &
Immunology at the University of Alberta. “By proposing an external review, the UCP is setting up
our institutions to go through two rounds of restructuring within a single calendar year.”
Read the full CAFA news release here.
The Black Lives Matter (BLM) protests, and related anti-racism protests, remind us of the long path still ahead towards the achievement of equity and dignity for all. ULFA stands in solidarity with this cause and affirms its continued commitment to contribute to a fairer institution and society. Racist and intersectional discriminatory practices are experienced by our Black, Indigenous, People of Colour (BIPOC) members, often recurrently, including on campus. In the face of the recent events and their aftermath, ULFA reiterates its commitment to support the right of every member to “a safe workplace free from unfair discrimination, harassment, or abuse of authority” (U of L Academic Staff Collective Agreement, Article 11.02.2) and to the realization of the Truth and Reconciliation Commission (TRC) Calls to Action. It is time that we all learn from the experiences of those around us and give our time and energy to the fulfillment of changes, big and small, to create an institution and society free from racism and colonialism.