Comparison of two Collective Agreements
The collective agreement between the board of governors on behalf of Trent University and the Trent University Faculty Association is similar to the collective agreement between the board of governors of Ryerson University and the Canadian union of public employees. In the section pertaining to the management rights, the senate is endowed with all the customary management rights that are necessary for the effective running of the institutions. However, these rights are restricted in that the senate shall not go against the spirit of the agreements.
Management rights
In the collective agreement pertaining to Ryerson University, the union is recognized by the university as the sole legitimate bargaining agent for the instructors. It states that the administration shall deduct the union dues from the members of staff on a bi-weekly basis. In addition, the union shall make note of the union dues and present them to the management. Moreover, the management shall then make the necessary remittances.
For the case of Trent University, the university recognizes the Trent University Faculty Association as the sole and legitimate bargaining agent for the members. The association is however given the right to consult with other associations such as the Canadian Association of University Teachers (C.A.U.T.) and the Ontario Confederation of University Faculty Associations (O.C.U.F.A.). The necessary consultations shall be made in certain instances when the association is negotiating with the university.
Union-security
Union security is part of collective bargaining included in both agreements. It is a contractual agreement in which the board of governors of Ryerson University and the Canadian union of public employees unions agree on which terms to be assessed. Both union security agreements are highly regulated by the federal laws of Canada. The union security ensures that both employees incur collective bargaining costs. For instance, all workers may join the union and pay the necessary dues for better security. Canadian government provides rights and benefits to union members and these agreements are formed in order to enable the Canadian government to provide security to all their employees.
Seniority
Seniority refers to the amount of experience that a member of staff has accrued. Seniority is well defined for the case of Ryerson University unlike in Trent University. Ryerson University asserts that seniority shall be calculated by the directors. The agreement goes ahead to give a detailed record of how the seniority is to be calculated. The agreement states that members shall only accrue seniority credits during the times that they are in active duty with the university.
The seniority credits are terminated after a member has not been in active employment with the university for a period of more than twenty-four consecutive months. The collective agreement regarding Trent University does not have a definitive article regarding seniority. The agreement however mentions that in the case of laying-off, the members with the least seniority shall be laid off first.
Contracting-out
The collective agreement pertaining Ryerson University does not definitively outline the matters that pertain the contracting-out of certain duties by the management. The agreement pertaining to Ryerson University recognizes that the management is not legible to contract-out certain teaching functions to non-bargaining persons. The collective agreement that pertains to Trent University is very detailed in matters that pertain subcontracting.
Consequently, the management is restricted by the agreement from subcontracting any services before recognizing and protecting all the rights, privileges and benefits that are to be accorded to the subcontracted member. The agreement also provides that the management shall not subcontract any duty without the consultation of the association (The Trent University, 1997).
Grievance procedures
The collective agreement pertaining Ryerson University defines a grievance as a formal writing identified as a grievance by the member addressed to the university where the member sites his or her allegations (Ryerson University, 1999). The agreement then outlines the following steps to be followed pertaining to the grievance process. The first step is where the concerned party shall put into writing the grievance and addressed to the chairperson or director. If the said grievance is not attended to within ten days, the matter is then referred to the dean.
The dean then has ten days to respond to the grievance. Failure to this, the issue is then taken with the Vice-Provost, or his/her designate. The agreement pertaining Trent University outlines the following process regarding the grievance procedure. First, the aggrieved party is supposed to make a formal writing of the grievance to the president and another copy forwarded to the director of human recourses. If this does not resolve the grievance, the grievance conciliation committee is constituted to deliberate on the matter.
References
Ryerson University. (1999). The collective agreement between the board of governors of Ryerson university and the Canadian union of public employees. Retrieved from http://negotech.labour.gc.ca/cgi-bin/search/negotech/results-eng.aspx?c1=negoE&c2=negoA&c3=negoC&p1=&p13=&p14=&p15=&p16=&d17=&d18=&d19=&d20=&d21=&d22=&p23=?&p25=&p26=&p27=&p28=&p29=&p30=?&p31=?&p32=?&p33=?&p34=?&p4=2
The Trent University. (1997). The Collective Agreement between the board of governors on behalf of Trent University and the Trent University Faculty Association. Retrieved from http://negotech.labour.gc.ca/cgi-bin/search/negotech/results-eng.aspx?c1=negoE&c2=negoA&c3=negoC&p1=&p13=&p14=&p15=&p16=&d17=&d18=&d19=&d20=&d21=&d22=&p23=?&p25=&p26=&p27=&p28=&p29=&p30=?&p31=?&p32=?&p33=?&p34=?&p4=2.
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