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Wilfrid Laurier University Communications, Public Affairs & Marketing
October 1, 2014
 
 
Canadian Excellence

WLUFA/CAS Newsletter, 2010-11, Issue 8



Wilfrid Laurier University’s clarifications and corrections website is an opportunity for Laurier to provide comments and necessary corrections to information written and published about the university by other sources.

The left-hand column of the site contains excerpts from stories published about Laurier using the exact wording from the original source.

Items bolded in the left-hand column text are directly addressed in the right-hand clarifications and corrections column.

Bolded items represent a selection of key points, but may not be an exhaustive list of all erroneous or misleading information contained in the article. In other words, readers should not assume that all un-bolded statements are correct as originally written.

 Original Story

Conciliation fails to achieve CAS contract agreement
WLUFA requests mediation/arbitration

1. WLUFA met with the University in conciliation on three separate occasions during the month of April. Both parties worked hard to reduce the negotiating agenda in order to focus on the main outstanding issues of access to employment and compensation.

2. For WLUFA, the question of access to employment for our Members took the form of a continuing appointment.

3. In response to the University’s rejection of any expansion of the existing course-based seniority provisions, WLUFA tabled a new proposal for an ongoing position based on the demonstrated teaching needs of the University. In order to move negotiations on this issue to a successful conclusion, the Association Executive Committee agreed to exempt a limited number of courses from the count of those that can be taught outside the full-time Bargaining Unit.

4. For its part, the University retained its proposal for a continuing appointment. This provided no guarantee of respect for the existing seniority provisions in the Agreement.

5. As well, the establishment of continuing appointments and the selection of instructors to fill them remained entirely at the discretion of the University.

6. As such, this proposal provided no advantage over Members’ current access to limited-term appointments and provided considerably less in terms of compensation and benefits.

7. With regard to compensation, WLUFA communicated its willingness to accept the University’s offer of 2% on scale in each of three years. However, the University rejected attempts to establish two additional steps on the current two-step experience grid.













8. The University was also unwilling to provide adequate improvements to the marking/grading allowance and rejected the WLUFA proposal for funding for a health-care spending account.

9. During the course of conciliation, WLUFA requested that the University provide costing of its most recent proposals, but the University refused on the grounds that the cost of their proposals is not relevant to these negotiations.

10. The University has not justified its position by evidence of an ability to pay, which in fact it could not substantiate, but instead simply opposes reasonable improvements in CAS compensation and working conditions as a matter of policy.


























11. In the first year of the Agreement the difference between the Parties on the matter of compensation is approximately $32,500.



12. This represents a productivity increase to address the expansion in class sizes experienced by Members.

13. Currently, the Agreement provides a two-step experience grid with a non-seniority and a seniority rate of pay. WLUFA recognizes the $120 difference in these rates and proposed that the rate remain constant for additional steps.

14. The additional cost of adding a third step in the second year and a fourth step in the last year of the agreement is approximately $80,000 in total.

15. The cost of funding a health-care spending account, and therefore the difference between the Parties on this issue, is $160,000 in each of the second and third years of the Agreement.

16. Class sizes have increased by an average of 10 students since our last Collective Agreement.

17. This means that the work of our Bargaining Unit is contributing additional revenue to the University in the vicinity of 17 million dollars. The total cost of the difference between the Parties in these negotiations is 3% of that increase.

18. Given the difference between the positions, it is WLUFA’s belief that mediation/arbitration is the best way to achieve an agreement and has proposed this avenue to the University.



Corrections/Clarifications

(see below)






























7. While the government would like the University to table a proposal that provides no increases in the first two years of the collective agreement, the University has chosen not to do so.

The institution has been attempting to move these negotiations forward by tabling what is strongly believed to be a realistic settlement having regard to Laurier’s financial circumstances and the sector settlements.

The last formal offer that WLUFA received from the University was for 1.5% per year. No offer of 2% was made by the University. The Conciliation Officer advised WLUFA that he believed a settlement could be reached at 2% per year but the University never made such an offer. Comments made by the Conciliation Officer are privileged and not to be repeated outside of the conciliation process. WLUFA’s disclosure of such comments does not respect this process.




9. The University provided WLUFA with detailed costing information on April 7, 2011. 




10. The University provided WLUFA with detailed financial information on February 16, 2011 when the University’s initial monetary proposal was presented. The Vice-President: Finance & Administration gave an extensive overview of the University’s financial circumstances with supporting materials. The following information was also shared:

  • The University’s financial circumstances are such that it cannot afford to fund significant increases in salaries and wages.
  • The provincial government has made it clear that it expects and requires public sector employers to comply with its policy direction of no negotiated salary increases over the next two years. The awards and settlements which have occurred in the university sector since March 2010 reflect restraint. In some cases, the government’s mandate of no increases over the next two years have been met. In the balance of negotiations, the settlements or arbitration awards have resulted in very limited increases in wages and salaries. 
  • While the government would like the University to table a proposal that provides no increases in the first two years of the collective agreement, the University has chosen not to do so. Instead, attempts have been made to move these negotiations forward by tabling what is strongly believed to be a realistic offer having regard to the University’s financial circumstances and the sector settlements.

11. This figure reflects a misrepresentation of the total payroll costs of the WLUFA proposal. The University estimates that the additional payroll cost of the WLUFA proposal would be much higher than WLUFA's figure in the first year - and a 10-12 per cent increase in total compensation over three years.




















17. This figure is based purely upon a calculation of the number of students taught by CAS members multiplied by the tuition and money received from the government per student. It does not recognize the cost of the facilities, support staff, etc. which is incurred in educating such students and therefore does not incorporate total cost.