Collective Agreement

September 1, 2015 to August 31, 2017*

* all employment conditions and privileges remain the same while bargaining

Article 1: PURPOSE

1.1 The general purpose of this agreement is to establish an orderly collective bargaining relationship between The University of Western Ontario (hereafter referred to as the Employer) and its employees represented under this Agreement by the Public Service Alliance of Canada (hereafter referred to as the Union) and between the Employer and the Union, to encourage efficiency of operation, to ensure the prompt and peaceful resolution of disputes and grievances and to set forth an agreement covering rates of pay and other working conditions.

1.2 The parties recognize that it is in their mutual interests to promote and to enhance the working relations between the Employer and the Union and its members on the principles of mutual respect and cooperation and to foster a climate of freedom and responsibilities appropriate for the promotion of excellence in the University.

Article 2: DEFINITIONS

2.1 "Employee" means a member of the Bargaining Unit. "Employer" means The University of Western Ontario.

"Bargaining Unit" is the Bargaining Unit defined in the Certification Order of the Ontario Labour Relations Board, issued May 23, 1996 as set out in Article 3, Recognition.

"University" is The University of Western Ontario .

"Term" means one of three periods, September 1 to December 31, January 1 to April 30, or May 1 to August 31.

"Standard internal user rates" means those charges for services levied against entities whose budgets are not administered by the Employer.

"Membership dues" means those monies established pursuant to the constitution of the Union as the dues payable by employees covered by this Agreement.

"Person designated by the Department, School or Faculty" means the individual, or alternate, who has been assigned the role and responsibilities as enunciated throughout this Agreement by the Unit Head where the employee works.

"Graduate Teaching Assistantship" (GTAship) means the employment contract between a registered full-time graduate student and the Employer for assisting in supervised teaching-related duties listed in Article 17.03 Hours of Work.

"Hourly rate of pay" means the rate of pay for a full Graduate Teaching Assistantship, as set out in Article 18.

"Union" means the Public Service Alliance of Canada (P.S.A.C.). "Spouse" includes common-law spouse.

"A common-law spouse" relationship exists when for a continuous period of at least one year, an employee has lived with a person, publicly represented that person to be their spouse and continues to live with the person as if that person were his/her spouse.

"Local" means the P.S.A.C. directly chartered local 00610. "Days" means business days unless otherwise stated.

The limitation of Graduate Teaching Assistantships (GTAships) to registered full-time graduate students does not restrict GTAship employment for those individuals who are unable to fulfill full-time graduate student hours by reason of disability.

2.2 Where the feminine pronoun is used in this Agreement, it includes the masculine and gender neutral pronoun, and vice versa, where the context so requires.

Article 3: RECOGNITION

3.01 The Employer recognizes the Union as the exclusive bargaining agent of all registered graduate students of The University of Western Ontario in the City of London employed pursuant to a Graduate Teaching Assistantship for not more than twenty-four (24) hours per week, as described in the amended certificate issued by the Ontario Labour Relations Board dated 23 May, 1996.

3.02 For the purposes of this Agreement, the term employee means those individuals described in Article 2.01.

Article 4: RESERVATION AND CONTINUATION OF MANAGEMENT FUNCTIONS

4.1 The Union recognizes that the management and direction of the working forces are fixed exclusively in the Employer and shall remain solely with the Employer except as specifically limited by the express provisions of this Agreement, and without restricting the generality of the foregoing, the Union acknowledges that it is the exclusive function of the Employer to:

(a) maintain order, discipline and efficiency;

(b) hire, assign, discharge, direct, transfer, layoff, recall and suspend or otherwise discipline employees, provided that if an employee claims s/he has been discharged or disciplined without cause, a grievance may be filed and dealt with in accordance with Article 11, Grievance and Arbitration Procedure;

(c) determine the materials, facilities and equipment to be used, the specifics of the assigned work, the methods and techniques of work, the standards of performance, the schedules of work and number of personnel to be employed;

(d) establish, enforce and alter from time to time rules and regulations to be observed by the employee.

4.2 The Employer shall exercise its discretion in a just and fair manner.

Article 5: UNION REPRESENTATIVES AND ACTIVITIES

5.1 The Employer agrees that no employee or group of employees shall undertake to represent the Union to the Employer without proper authorization of the Union.

5.2 The Employer acknowledges the right of up to five (5) designated representative(s) of the Union in addition to the Alliance's regional office staff to have access to The University of Western Ontario premises at any one time to consult with members and Local officers to address Union meetings, and to participate in discussions with the Employer or in grievance settlement proceedings.

5.3 The Employer recognizes the right of every member to participate in any official activities of the Union, and it shall not interfere with this right.

5.4 A Union representative shall be entitled to up to 15 minutes to provide an overview of the role of the Union at any department-wide or University-wide orientation event for employees. The person designated by the Department, School or Faculty shall notify the Union by every August 15th whether or not they are having an Orientation session where a Union representative could be present .

5.5 The Employer agrees to recognize a Union Negotiating Committee of up to five (5) members.

Article 6: NO STRIKE / NO LOCK-OUT

6.1 The Union agrees that there will be no strike or full or partial withdrawal of services during the terms of this Agreement.

6.2 The Employer agrees that there will be no lock-out during the term of this Agreement.

6.3 Where individuals in a labour dispute, other than those in the bargaining unit, engage in a strike and maintain picket lines, and where employees of the bargaining unit could suffer personal harm, the Employer will endeavour to safeguard such employees.

6.4 Strike and lock-out bear the meanings used in the Ontario Labour Relations Act.

Article 7: CORRESPONDENCE

7.1 All regular correspondence between the parties arising out of or incidental to this Agreement, except where otherwise expressly provided, shall pass between the President of the Union (or designate) and the officer designated by the Employer (or designate). Such correspondence may either be delivered directly or be forwarded through the

7.2 Where an employee is on leave in accordance with the current collective agreement, the Employer shall forward any notice or other documentation related to the employee's status as teaching assistant, to her/his last known address. It is the obligation of the employee to maintain a current and correct address with the Employer and to advise the Employer of any change to her/his address.

Article 8: UNION SECURITY

8.1 During the term of this Agreement, the Employer will deduct from the wages of employees covered under this Agreement, an amount equal to the monthly membership dues as certified to the Employer by the PSAC. The Employer shall remit the amount deducted to the PSAC by the 15th day of the month following the month in which deductions were made, in an electronic spreadsheet, with a unique identification number for each employee, name, hours of work, program of study and hiring department. Other details can be added to the spreadsheet by agreement between the employer and PSAC.

8.2 Where an employee does not have sufficient earnings in respect of any month to permit deductions made under this Article, the Employer shall not be obligated to make such deduction from subsequent salary.

8.3 For the purpose of applying Clause 8.01, deductions from pay for each employee of each calendar month will start with the first full calendar month of employment to the extent that earnings are available.

8.4 The Employer shall provide a statement of Union dues deducted for each calendar year on the employee's T-4 statement.

8.5 The Union must provide at least 40 days' notice of any change in the monthly membership dues.

8.6 The Employer agrees to provide the Union Local with a list of active employees (such list to include employee identification number, name, program, degree, e-mail, hiring department and hours per week), on the following dates: October 1 and November 1; February 1 and March 1; August 1.

8.7 The Union agrees to indemnify and save the Employer harmless against any claim or liability arising out of the application ofthis Article, except for any claim or liability arising out of an error committed by the Employer and such claim or liability would be limited to the amount actually involved in the error.

8.8 Every employee shall become a member of the union on date of hire, unless that employee opts out, or has opted out of membership by written notice to the union within thirty days of the date his or her appointment begins. The Employer agrees to provide to new employees a union application card and an information package along with their letter of appointment (see Article 13.03).

Article 9: JOINT LABOUR/MANAGEMENT COMMITTEE

9.1 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Joint Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only.

9.2 The purpose of the Committee shall be to provide a means by which to facilitate and promote cooperation, understanding, confidence and harmonious relations between the Employer and the Union.

9.3 A representative of each party shall be designated as a joint chairperson and the two persons shall alternate in presiding over meetings.

9.4 In addition to its advisory capacity in matters relating to this Agreement the Joint Labour/Management Committee shall function as a forum in which the Employer and the Union shall advise each other of anticipated trends or policy changes which may have a major impact on the bargaining unit.

9.5 Consistent with this Article, the person designated by the Department, School or Faculty and the appropriate Union representative are encouraged to meet to discuss any general concerns which may exist relative to the working conditions within the Department, School or Faculty.

Article 10: SERVICES AND FACILITIES

10.1 The Employer agrees that in those academic units where employees are employed, the Union will be provided access to space on existing bulletin boards for the posting of official Union notices.

10.2 The Employer agrees that the Union may make use of the Employer's internal post and e-mail services at standard internal user rates for the purpose of communication on official Union business with its members and the Employer's representative identified in Article 7.01. Furthermore, the Union may use the Employer's external postal services.

10.3 The Employer agrees to provide the Union office space in an appropriate location on campus.

10.4 The Employer shall assist the Union in locating suitable meeting rooms at standard internal user rates as required for Union business, provided reasonable notice is given and space is available.

10.5 The Union shall have access to the following additional services of the Employer at standard internal user rates: telephone services, audio-visual services, reprographic services, internet access, and web page access, subject to the protocols determined by the Employer for internal users.

10.6 The Employer agrees to provide employees with working space and access to, and use of, available libraries, books, laboratories, duplicating services, office supplies, computing facilities, audio-visual equipment, and any other University facilities, free of charge, when the Employer determines they are required in the performance of the employees' contractual duties and responsibilities. Reimbursement of any expenses incurred in the foregoing is subject to the written approval of the person designated in the Department, School, or Faculty. The School of Graduate and Postdoctoral Studies will remind Departments, Schools and Faculties annually of their obligation to provide these resources. The department shall inform employees during their orientation and training of the services and resources available to them and the process for accessing them.

10.7 A pregnant or nursing employee may request accommodations to enable her to perform her GTA duties. Nursing employees shall have access to private facilities for the nursing and changing of infants. The employee shall meet with the Graduate Chair to discuss possible arrangements. Such requests shall not be arbitrarily denied.

10.8 Provided prior written approval for the travel has been given by the person designated by the Department, the Employer shall reimburse the employee for all reasonable travel expenses incurred for employment-related activities conducted outside the City of London.

10.9 The Employer agrees to issue, upon written request of the Union, a UWO library access card to the Staff Representative of the Union. There shall be no charge to the Union for the card and the card holder shall be subject to the general regulations of the University and the specific regulations and policies of the University Library. The Union will be responsible for any costs incurred by the card holder.

10.10 Each September 1st, the Employer agrees to provide fifty (5O) parking passes for use by the PSAC Staff.

Article 11: GRIEVANCE AND ARBITRATION PROCEDURE

11.1 A grievance is defined as any work-related dispute arising out of the interpretation, application, administration or alleged violation of the specific terms of this Agreement. It is the mutual desire of the Union and the Employer that grievances should be addressed as quickly as possible.

11.2 The Employer acknowledges the right and duties of the representatives of the Union to assist employees in preparing and presenting a grievance.

11.3 INFORMAL DISCUSSION: Before a grievance is filed formally, and whenever it is possible, the person designated by the Department, School or Faculty where the employee works will be given the opportunity to resolve the matter in accordance with the following:

(a) The employee shall discuss the matter, accompanied and represented by a representative of the Union if she/he wishes, with the person designated by the Department, School or Faculty where the employee works. The matter shall be brought to the attention of the person designated by the Department, School or Faculty within twenty one (21) days after its occurrence, or from the date the employee ought reasonably to have been aware of the occurrence of the circumstance giving rise to the matter.

(b) The discussion shall take place within five (5) days after the matter is brought to the attention of the person designated by the Department, School or Faculty. if requested, the person designated by the Department, School or Faculty shall give a reply in writing within five (5) days of the discussion.

(c) The parties agree that as a result of extenuating and exceptional circumstances, the Union may represent an employee at the Informal Discussion stage of the Grievance Procedure (Article 11.03) to facilitate resolution of a work-related dispute.

11.4 STEP ONE

(a) If a matter is not resolved by the Informal Discussion with the person designated by the Department, School or Faculty as provided for in 11.03 above, a grievance shall be submitted to the Dean of the Faculty (or designate) where the employee works within ten (10) days of the discussion provided for in 11.03 above. The grievance should be stated in writing on a numbered Grievance Form provided by the Union, outlining the facts of the grievance, the Article(s) of the Agreement alleged to have been violated, and the relief sought. The form must be signed and dated by the griever and a representative of the Union.

(b) The Dean (or designate) shall convene a meeting with the employee, up to two (2) Union representatives and up to two (2) Employer representatives to discuss the grievance within ten (10) days of the receipt of the grievance and shall respond to the grievance, in writing, within seven (7) days of this meeting.

11.5 STEP TWO

If the grievance remains unresolved following the STEP ONE process, the grievance may be submitted to the person designated by the Vice-Provost of SGPS (or designate) within seven (7) days of the STEP ONE reply. The person designated by the Employer (or designate) shall convene a meeting with the employee, up to two (2) Union representatives and up to two (2) Employer representatives to discuss the grievance within ten (10) days of the receipt of the grievance and shall respond to the grievance, in writing, within seven (7) days of this meeting.

11.6 If the grievance remains unresolved following STEP TWO, the grievance may be submitted to Arbitration as set forth in Article 11.14 - 11.22. If no written request for Arbitration is received within thirty days of the receipt of the decision under STEP TWO, the grievance shall be deemed to have been terminated.

11.7 Where no answer is given within the time limits specified in the Grievance Procedure, the grieving party shall be entitled to submit the grievance to the next step of the Grievance Procedure. Any grievance that is not commenced or processed to the next step in the Grievance Procedure within the aforesaid time limits, or as mutually extended, shall be deemed to have been terminated.

11.8 A group grievance shall be initiated should more than one employee be grieving the same alleged violation. Failing resolution of the matter following the Informal Discussion, as provided for in Article 11.03, a group grievance shall be submitted at the STEP ONE stage. All employees affected may sign the grievance but only one affected employee may be present at the Informal Discussion and at each step of the grievance process. Up to three additional employees from the group may be called as witnesses. Any agreement under this Grievance Procedure would be applied to all affected employees who signed the grievance.

11.9 A grievance as defined herein arising directly between the Employer and the Union shall be originated under STEP TWO. However, it is expressly understood that the provisions of this paragraph may not be used by the Union to institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not be thereby by-passed. Any grievance by the Employer or the Union as provided in this paragraph shall be commenced within fifteen (15) days after its occurrence or from the date the Employer or the Union ought reasonably to have been aware of the occurrence of the circumstances giving rise to the grievance.

11.10 An Employer grievance will be submitted to the President of the local (or designate) and shall be originated at STEP TWO. The President of the local will deliver his/her decision in writing within seven (7) days of the hearing provided for in STEP TWO.

11.11 All of the time limits fixed in this Article may be extended by the mutual written consent of the parties.

11.12 The employee and a representative who accompanies this employee under this Article will not suffer a loss in pay as a result of attendance at meetings between the Employer and the employee as provided for under this Article. Both the employee and the representative will provide as much advance notice as possible to the person designated by the Department, School or Faculty where they are employed of any such meetings that conflict with their employee responsibilities.

11.13 If the Union notifies the Employer in writing of an alleged violation of the Collective Agreement but indicates a decision not to grieve, this decision shall be without prejudice to grievances on similar matters. Furthermore, the withdrawal of a grievance at any step shall be without prejudice to grievances on similar matters if the Employer receives written notification of this decision from the Union.

ARBITRATION PROCEDURE

11.14 If the Employer or the Union requests that a grievance be submitted to Arbitration, it shall make such request in writing addressed to the other party within thirty (30) days of the written decision of Step Two pursuant to Paragraph 11.06.

11.15 Grievances shall be heard by a single Arbitrator.

11.16 The Party applying for arbitration shall provide the responding party with a list of up to five (5) Arbitrators for consideration. Within ten (10) days ofthe receipt of the list or recommended Arbitrators, the other party will either accept one (1) Arbitrator from the list, or submit a list of up to five (5) Arbitrators to the aggrieved party for consideration. If no sole Arbitrator can be agreed on from this list within a further ten

(10) days, either party may request the Minister of Labour appoint an Arbitrator.

11.17 No person may be appointed as an Arbitrator who has been involved in an attempt to negotiate or settle the grievance.

11.18 Authority

The Arbitrator shall have no authority to add to, subtract from, modify, change, or alter in any way the provisions of this Agreement or any expressly written amendment or supplement thereto or to extend its duration, unless the parties have expressly agreed, in writing, to give it or her/his specific authority to do so or to make a decision which has such effect.

However, an Arbitrator has the power and authority as provided for in the Ontario Labour Relations Act.

11.19 No matter may be submitted to Arbitration which has not been properly carried through the Grievance procedures, except that the parties by mutual written consent, may extend the time limits fixed in both the Grievance and Arbitration Procedures.

11.20 The written decision of the Arbitrator will be final and binding upon the parties hereto, and the employees.

11.21 The parties will jointly bear the fees and expenses of the Arbitrat or.

11.22 No adjustment effected under the Grievance or Arbitration procedures shall be made retroactive beyond the date of the occurrence of the matter or from the date the employee, or the Union or the Employer in respect of Article 11.09, ought reasonably to have been aware of the occurrence of the circumstances giving rise to the matter.

Article 12: INFORMATION

12.1 The Employer agrees to provide the Union with Employer-wide written rules, policies and practices and amendments thereto affecting the employment of bargaining unit members or the working conditions between the Employer and the membership. Said policies shall be provided within thirty (30) days.

12.2 The person designated by the Employer shall ensure a complete list of the persons, designated by the Department, School or Faculty is published and kept up-to-date as a public list accessible on the University web site. This public list shall include the date of the last revision.

12.3 The Union shall provide the person designated by the Employer with a list of the representatives of the Union as well as any updates or changes to that list as they occur.

Article 13: APPOINTMENTS

13.1 The Union agrees that the Employer shall make the determination as to the number and selection of registered graduate students to full or partial Graduate Teaching Assistantships based upon criteria established by the Employer.

13.2 Prior to the start of undergraduate classes, Departments shall endeavour to fill available Graduate Teaching Assistantship positions with registered graduate students within the funding period (see Article 13.05) from their own Department.

13.3 Subject to the provisions of Clause 13.065 (a) (i) of this Article, an employee who does not meet departmental or program conditions for funding and progression through the graduate program will not be reappointed. It is understood that the University's decision whether an employee meets or does not meet departmental or program conditions for funding and progression through the graduate program shall not be the subject matter of a grievance or arbitration under this collective agreement.

13.4 An employee who receives an external scholarship of at least the value of a full GTAship shall not be assured a GTAship while holding that scholarship. If the employee ceases to hold such a scholarship, that employee shall once more receive a full or partial GTAship for the duration of the period during which funding is provided in 13.05. The time spent holding such a scholarship shall be counted toward the period of entitlement. The Employer will fill any foregone GTAship under this paragraph in accordance with this Article.

13.5 For employees who meet departmental and program conditions for funding and progression through the graduate program, and who successfully complete their Probationary period (see Article 15), the Employer shall provide the following assurances:

(a) Having once received an initial appointment as an employee registered as a Masters graduate student, the employee shall receive annually a GTAship for at least the same number of hours of employment, or equal support, during the expected duration of the program, up to a maximum of two years (six terms), including the probationary period.

(b) Having once received an initial appointment as an employee registered as a PhD graduate student, the employee shall receive annually a GTAship for at least the same number of hours of employment, or equal support, during the first four years (twelve terms) of their program, including the probationary period.

(i) Having once received an initial appointment as a direct entry PhD graduate student, the employee shall receive annually a GTAship for at least the same number of hours of employment, or equal support, during the first five years (15 terms) of their program, including the probationary period

(c) Having once received an initial appointment as an employee registered as a Master's graduate student and who subsequently transfers to a Ph.D program without completing the Master's program shall receive annually a GTAship during the first five years (fifteen terms) of the combined programs, including the probationary period.

Subject to the provisions of Clause 13.06 (a) (i), the Employer is under no obligation to offer a GTAship to those employees beyond the appointment commitments in 13.05 (a), (b) and (c) above, but on occasion it may do so without prejudice.

(d) As soon as the likelihood of a vacant position is known, a notice of position vacancy, including a brief description of duties and the necessary educational qualifications, shall be forwarded electronically to the Union and the School of Graduate and Postdoctoral Studies (SGPS), where it will be maintained for public scrutiny for a period of two weeks from the issue date on the notice. The School of Graduate and Postdoctoral Studies will also post the position for this period on its web site.

13.6 (a) If no such graduate students from within a Department are available, or likely to be available, to fill an open position, the position shall be opened to competition to registered graduate students from other Departments who are within the normal funding period as specified in Article 13.05 and have suitable qualifications, as determined by the hiring Department.

(i) If no such graduate students are available or likely to be available, the Department shall endeavour to fill the position with registered PhD students from within the Department, or from another Department, who at the time they would fill the position would be less than one year beyond the normal period offunding as specified in Clause 13.05 (b) or 13.05 (c) of this Article and have suitable qualifications, as determined by the hiring Department.

(ii) If no such candidate is available in (i) the Employer shall appoint a member of the Program beyond their funding period and pay the applicable rate of pay under Article 18.

13.7 Graduate students who are successfully appointed to the open position as outlined in

13.06 (a) and 13.06 (a) (i) are not entitled to the assurances outlined in 13.05 (a), (b), and (c).

13.8 Prior to the commencement of duties, each employee will receive a general letter confirming the following (Appendix A): full or partial Graduate Teaching Assistantship and salary; and, if known, duties and responsibilities; commencement and termination date of these duties and responsibilities; hours of work; course number(s) and name of the immediate supervisor.

13.9 The appointment of an employee shall include a training program as part of a GTAship and as established by the Department in which the employee works and the University.

Cancellation of Appointments

13.10 When a position which has been offered in writing, outside of Article 13.05, is cancelled and no GTAship of equivalent monetary value is found for the employee, she shall receive one-eighth of the total salary for the appointment as severance pay on the next available pay upon Human Resources receiving notification.


Article 14: EVALUATION

14.1 The Employer and the Union agree that the purpose of evaluation is to assess the performance of employees and to improve the quality of teaching by assisting the development of the employee's teaching skills. The Employer may conduct an evaluation during the term. The results of any evaluations conducted by the Employer shall be made available to the employees. Such results may be released to a party only with the consent of the employee.

14.2 At the request of the employee, but no more frequently than once per term, the Employer shall conduct an evaluation.

14.3 There shall be no electronic monitoring of employees for the purpose of job performance evaluation without their prior consent.

Article 15: PROBATIONARY EMPLOYEES

15.1 Employees shall be considered on probation until they have completed one (1) Academic Term of employment. An employee need only complete one probationary period for their entire GTA career.

15.2 The Employer may extend the probationary period to a second term if the employee is not able to meet performance expectations during their first term appointment. A letter will be provided to the employee identifying the areas for improvement.

15.3 The Employer may directly discharge a probationary employee for reasonable grounds without using the progressive discipline process outlined in Article 15. However, the employee must be advised of their right to Union representation.

Article 16: DISCIPLINE, SUSPENSION AND DISCHARGE

16.1 The Employer shall not discipline, suspend or discharge an employee without just and sufficient cause.

16.2 The Employer recognizes the principle of progressive discipline by adopting the procedures set forth below.

16.3 Employees have the right to union representation at any meeting convened with the Employer to discuss any aspect of their employment performance.

16.4 When an employee is to be disciplined (i.e. oral reprimand or written warning, suspension or discharge), such discipline shall only be imposed at a meeting with the person designated by the Department, School or Faculty specifically convened for this purpose. Employees and the Union Local will be given three (3) days notice and the employee advised that they are entitled to be accompanied at this meeting by a Union representative. A copy of any disciplinary letter shall be provided to the Union within three (3) days of such a meeting.

16.5 The Employer recognizes that an oral reprimand or a written warning should precede suspension or discharge, except in the case of gross neglect of duty, position abandonment, or gross misconduct, and that an employee shall be given a set and reasonable time period in which to demonstrate the required sustained improvement in the area of concern.

16.6 It is agreed that a disciplinary warning letter within an employee's GTAship employment file shall be deemed null and void after the completion of two (2) terms of employment or a twelve (12) month period from the date of the letter and provided that no further discipline has been recorded within the period noted above. Such letter(s) shall be removed from the file by the Employer at the end of the period noted above. If the employee does not have any further GTA appointments during their program the letter will be automatically removed from their file at the completion of their degree.

16.7 Employees have the right to review their GTAship employment file no more than once per term. In order to do so, employees are to submit their request in writing to the person designated by the Department, School or Faculty. An appointment to review the file will be arranged within five (5) working days of the receipt of the request.

Article 17: Hours of Work

17.1 Subject to the provisions of this Article, a full Graduate Teaching Assistantship is a position that requires an average of ten (10) working hours per week, normally for a maximum of 140 hours per term and 280 hours per annum. The Employer, at its sole discretion, may employ a GTA for a maximum of 140 hours in the summer term. This summer term appointment would not constitute a component of any initial appointment as provided for in Article 13.02.

17.2 (a) Work assignment should not exceed ten (10) working hours per week, except as agreed to at the beginning of the initial appointment. Unless by mutual agreement, an employee cannot be required to work:

i) more than twice the set weekly average, as outlined in Article 17.01, in any one week during the work period;

ii) nor can hours be carried forward from one term to another;

iii) an employee shall not be required to work outside their set term of employment;

iv) no employee shall be required to work more than eight (8) hours per day.

(b) Due to their unique nature, field trips are an exception to Article 17.02 (a)


17.3 All assigned duties of an employee shall be included in the calculation of required hours of work as outlined in the Duties Specification Agreement, per Appendix "B." Such duties for employees may include:

1) instruction, lecturing or supervision in classes, tutorials or laboratories.

2) preparation of materials or set-up of required displays or apparatus for classes, tutorials or laboratories.

3) presence at designated lectures .

4) holding of office hours and meeting with students.

5) grading of essays, assignments, laboratory reports, tutorials and term tests.

6) proctoring of exams.

7) conducting of field trips,

8) employer required training, (including health and safety; Teaching Support Centre)

9) employer required meetings.

10) reading and corresponding electronically with students relevant to the assigned course, and

11) other teaching related duties.

17.4 The parties agree that it is the exclusive function of the Employer to develop and distribute work assignments. However, the person designated by the Department, School or Faculty, in consultation with the employee concerned, shall endeavour to ensure that assigned duties, deadlines and responsibilities can reasonably be completed within the allocated time in accordance with this article. All assigned duties shall be provided in writing in the Duties Specification Agreement to the employees.

17.5 (a) At the beginning of each GTA assignment, the GTA shall receive, no later than three

(3) weeks after the start ofthat term, a copy ofthe Duties Specification Agreement (Appendix "B"), completed by the course supervisor in charge of the said GTA assignment. Both the GTA and the course supervisor shall sign the Duties Specification Agreement and thereby acknowledge approval of the terms specified in that letter.

(b) The course supervisor shall meet with the employee at or around the mid-point of her appointment, for the purpose of conducting a review of the employee's Duties Specification Agreement.

(c) At any time, the course supervisor and GTA may agree to amend the Duties Specification Agreement by redistributing hours across the existing assigned duties. Any issue or concern raised by either party that cannot be resolved by mutual agreement can be addressed with the Director of Administration for the School of Graduate and Postdoctoral Studies by completing and submitting the Duties Specification Agreement Review Form (Appendix C). The Director of Administration will endeavour to ensure that assigned duties are completed within appropriate hours of work.

17.6 Overtime

All hours worked beyond the hours described in the Duties Specification Agreement shall be remunerated at a rate of time and one-half (1.SX) the hourly rate of pay. Any hours worked beyond those described shall not be worked without prior written approval from the Supervisor and Director of Administration for the School of Graduate and Postdoctoral Studies.

Article 18: PAY RATES

18.1 The Employer agrees to a Graduate Teaching Assistantship hourly wage as follows:

Effective Date Wage Rate

August 31, 2015 $42.74

September 1, 2015 $43.18

September 1, 2016 $43.61

18.2 Any Graduate Teaching Assistantship that is less than 140 hours per term will be provided a pay rate and all other appropriate conditions contained in this Agreement (vacation pay, sick leave entitlement, pregnancy leave entitlement, etc.) on the corresponding pro rata basis.


18.3 The parties agree that any increase in wage rates negotiated by the parties shall represent an increase in total earnings of an employee.

Article 19: HOLIDAYS AND VACATION PAY

19.1 No employee shall be required to work on the following holidays:

New Year's Day

Family Day Good Friday

Victoria Day

Canada Day

Civic Holiday (currently 1st Monday in August) Labour Day

Thanksgiving Day Christmas Day Boxing Day

or any other holiday declared by the University or the Employment Standards Act.

19.2 No employee shall be required to work on a Saturday or a Sunday attached to any one of the ten (10) holidays specified in Article 19.01.

19.3 All employees shall be entitled to 4% of their base salary and payments under article

19.02 as vacation pay. Such vacation pay, while not included in the base rates quoted in Article 18- Pay Rates, will be added to the appropriate base rates reflected in Article 18 and this merged salary rate will be paid out to the employee during the course of the employee's appointment, and it is acknowledged that this satisfies the requirements of the Employment Standards Act.

19.4 In consultation with the person designated within the Department, School or Faculty where the employee works, and with at least one (1) month's advance notice, an employee shall be entitled to reschedule assigned hours of work without a loss in pay to observe holidays of the employee's religion other than those specified in 19.01, provided such religion is listed in the Multifaith Calendar distributed by Equity and Human Rights Services.

Article 20: Non-Discrimination/Harassment

20.1 The Employer and the Union are committed to a working and learning environment that allows for full and free participation of all members of the institutional community. Discrimination against and harassment of individuals, whether as members of any recognizable group or otherwise, undermine these objectives and violate the fundamental rights, personal dignity and integrity of individuals or groups of individuals.

20.2 This article is in accordance with all applicable federal and provincial legislation related to discrimination and harassment such as the Ontario Human Rights Code. It also applies to those situations defined as Workplace Harassment under the Occupational Health and Safety Act. The Safe Campus Policy (M.A.P.P. 1.46) should be consulted whenever there are concerns about violence in the workplace including domestic.

20.3 Consistent with the Ontario Human Rights Code, the Parties acknowledge that the University has a duty to accommodate and the Union has an obligation to assist in that accommodation. In situations where an Employee requires an accommodation, the University, the Union and the Employee shall make every reasonable effort to reach the required resolution.

Discrimination

20.4 Except as permitted by law, there shall be no discrimination, interference, restriction or coercion exercised against or by any Employee regarding any term or condition of employment, nor shall any discrimination be exercised against or by Employees in the course of carrying out their duties, by reason of:

a) race, color, ancestry, place of birth, ethnic or national origin, citizenship; or

b) creed, religious or political affiliation or belief or practice; or

c) sex, sexual orientation, gender identity or expression, physical attributes, marital status, or family status; or

d) age; or

e) physical or mental illness or disability; or

f) place of residence; or

g) record of offences for which a pardon has been granted; or

h) membership or participation in the Union.


20.5 This Article shall not infringe upon the implementation of special programs designed to relieve hardship or economic disadvantage or to assist disadvantaged persons or groups to achieve or attempt to achieve equal opportunity.

Harassment

20.6 There shall be no Harassment or Sexual Harassment exercised against or by any Employee.

20.7 Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment may be related to one or more of the prohibited grounds of discrimination under Article 19.04. Harassment includes sexual harassment, personal harassment, and workplace harassment. Harassment is a serious offence that may be cause for disciplinary sanctions including, where appropriate, dismissal.

20.8 Sexual Harassment includes comment or conduct of a sexual nature such as, but not limited to, sexual assault, verbal abuse or threats, unwelcome sexual invitations or requests, demands for sexual favours or unwelcome innuendo or taunting about a person's body, physical appearance, sexual orientation or gender expression, and includes situations where:

a) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment; or

b) submission to such conduct by an individual is used as a basis for employment, or for academic advancement; or

c) such conduct interferes with an individual's work or academic performance; or

d) such conduct creates an intimidating, hostile or offensive working or academic environment.

This definition of sexual harassment is not intended to inhibit interactions or relationships based on mutual free consent or normal social conduct between Employees or bona fide academic discussion.

20.9 Personal Harassment includes conduct and/or behaviours which create an intimidating, demeaning or hostile working or academic environment whether or not it is based on the prohibited grounds defined in the Ontario Human Rights Code and listed in Article 19.04.

20.10 Workplace Harassment is defined under the Occupational Health and Safety Act as engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.

20.11 Harassment may not include:

a) interpersonal conflict or disagreement; or

b) the proper exercise of management's rights and/or performance evaluation.

20.12 An Employee alleging a violation of this Article may seek resolution through the Employer's policy on Discrimination and Harassment and/or may file a grievance in accordance with Article 9 - Grievance Procedure.

20.13 Nothing in this Article precludes the Employer from conducting an investigation into an allegation of Harassment or Discrimination. The Employer shall notify the Union of any investigation into an allegation of Harassment or Discrimination made against an Employee. In all other such investigations involving Employees, they shall be notified of their right to Union Representation prior to any meeting with the Employer.

20.14 No Employee against whom an allegation of Discrimination or Harassment has been made shall be subject to any disciplinary measure before the completion of any investigation into the matter, but may be subject to other interim measures where necessary.

20.15 An Employee who is disciplined as the result of any investigation into alleged Discrimination or Harassment shall have the right to grieve such discipline under Article 11- Grievance and Arbitration Procedure.

Article 21: HEALTH AND SAFETY

21.1 The Employer, the Union and employees shall comply with the provisions of the Occupational Health and Safety Act and any applicable municipal and/or federal Health and Safety legislation and in compliance with the standards, regulations, policies or procedures specified by the Employer.

21.2 The person designated by the Department, School or Faculty shall be responsible for informing the employees of any procedures or policies established by the Employer and associated with the safe handling of materials or equipment; require them to use any protective devices, clothing or equipment as provided by the Employer, and to follow such procedures; and advise such persons of the existence of hazards, of which the Employer is aware or ought reasonably to be aware, associated with the employee's employment duties.

21.3 The employee shall inform any student or other person under his/her care or jurisdiction of any procedures or policies established by the Employer and associated with the safe handling of materials or equipment; require them to use any protective devices, clothing or equipment, and to follow such procedures; and advise such persons of the existence of hazards, of which he/she is aware or ought reasonably to be aware, associated with the employee's employment duties.

21.4 The Employer shall provide a GTAship employee with $120.00 for the purchase of the initial pair of Employer required safety shoes (yellow patch) upon proof of purchase and where the purchase was approved in writing in advance by the person designated by the Department, School or Faculty and the Department of Occupational Health and Safety. The Employer shall provide a GTAship employee with the initial pair of Employer required non-prescription safety glasses or goggles under the same approval mechanism as stated previously. The employee agrees to follow standards, regulations, policies or procedures regarding the use of personal protective equipment in the workplace.

21.5 The Union has the right to appoint and be represented by an employee representative from the bargaining unit on the Employer's Joint Occupational Health and Safety Committee.

21.6 The Employer shall provide appropriate training to the employees as required under the Occupational Health and Safety Act. The appropriate training will be considered part of the assigned duties. In addition, the Course Supervisor shall ensure appropriate hazard specific training is provided to the GTA. Within six (6) weeks of the start of each academic term, the Employer will advise Faculties of those GTAs within that Faculty who have not completed the required WHMIS training.

21.7 The employees shall inform Chairs of Departments, Directors of Schools or Deans in Faculties of any circumstances which come to their attention that may place the health and safety of themselves and/or other persons at risk in the workplace.

Article 22: WORKPLACE ACCOMMODATION

22.1 The Employer and the Union support the application of the Rehabilitation and Accommodation Program which applies a collaborative approach to supporting ill or injured employees remaining at or returning to work regardless if the illness or injury was work related. Employees will participate in such a program, if possible, in light of their medical condition. The Program is focused on the coordinated efforts of the individual, his/her physician, his/her supervisor and the Rehabilitation Coordinator. Individuals attending meetings regarding their rehabilitation and accommodation program may be accompanied by a representative of the Union.

22.2 The employer reserves the right to require medical certification of illness or injury and/or a medical certification by a qualified physician. The Employer may request an additional medical certification of the illness or injury and/or medical examination by a second qualified physician to be chosen from a list which has been agreed to by the Union and the Employer. Any cost associated with the medical certifications will not be at the GTA's expense. All medical information will go to the Rehabilitation Coordinator and is kept confidential. The Rehabilitation Coordinator will inform the supervisor with the accommodations required.

22.3 In any event, at the beginning of an absence and at regular intervals thereafter (e.g. every two weeks) the employee will keep his/her Supervisor informed of his/her medical status and tentative return to work date.

Article 23: ACADEMIC FREEDOM

23.1 The Employer accepts its responsibilities to its employees in upholding their right to teach and speculate without deference to prescribed doctrine as long as said teaching and speculation has academic substance and is fully pertinent to each work assignm ent.

23.2 In agreeing to work assignments, employees accept their responsibility for completing said work assignments with due regard for any and all legislation and Employer's policies and procedures, and all Employer identified limitations in course design, content, and methods for delivery. All employees have the right to indicate in writing to their immediate supervisor, without prejudice, their concerns regarding the content, structure, texts and teaching methods used in their course or their concern regarding the class size.

23.3 Employees shall not be disciplined or treated in a discriminatory manner as a result of exercising their legal rights of expression as individuals outside of their employment relationship with the Employer.

Article 24: INTELLECTUAL PROPERTY

24.01 Where appropriate, employees shall receive name recognition consistent with their contribution to course material, design, research or other matter that they may assist in developing during their employment 8pt; text-in�<�j� "

Article 25: LEAVES OF ABSENCE

25.1 The Employer may in its sole discretion grant leaves of absence with or without pay to employees for legitimate personal reasons. Such leaves shall not be unreasonably withheld. Time spent on leave under this subclause, equal to one term or greater, shall not count as employment for the purpose of clause 12.02.

Pregnancy and Parental Leaves

25.1 Employees may be eligible for Pregnancy and Parental Leave in accordance with the Employment Standards Act.

An employee who becomes pregnant shall, upon request, be granted pregnancy leave for a period of seventeen (17) weeks beginning before, on or after the termination date of pregnancy and ending not later than seventeen (17) weeks after the termination date of pregnancy. At its discretion, the Employer may require an employee to submit a medical certificate certifying pregnancy. The Employer shall reimburse the cost of the medical certificate. An employee shall inform the person designated by the Department, School or Faculty where the employee works in writing of her plans for taking leave at least four (4) weeks in advance of the initial date of pregnancy leave, or such lesser period where there is a valid reason why that notice cannot be given.

25.2 Parental leave, separate from pregnancy leave, shall be extended to any employee who becomes a parent of a newborn or newly adopted child(ren). The birth mother and father shall be entitled to a leave of thirty-seven (37) weeks. The adoptive parent(s) shall be entitled to a parental leave of thirty-seven (37) weeks. The parental leave for an employee couple of a newborn or a newly adopted child shall not exceed a combined total of thirty-seven (37) weeks. The employee shall inform, in writing, the person designated by the Department, School or Faculty where the employee works of his/ her plans for taking leave at least four (4) weeks in advance of the initial date of the parental leave.

25.3 A female employee who has taken a pregnancy leave, if she chooses to take a parental leave also, shall take the parental leave immediately following the pregnancy leave, unless the child has not come into the care and control ofthe mother at the end of the pregnancy leave (e.g. is hospitalized) in which case alternative arrangements respecting the timing of the parental leave may be made.

25.4 Leave in excess of seventeen (17) weeks for medical reasons relating to the pregnancy, and/or delivery of the infant, will be treated in accordance with Clause 23.13 of this Article. Employees unable to return to work following a pregnancy leave, or subsequent parental leave, because of illness associated with the birth of a child must notify UWO as soon as possible.

25.5 For the birth parents of a newborn child, the parental leave must conclude no later than fifty-two (52) weeks after the child is born or comes in the care and control of the parent for the first time.

25.6 For the parents of an adopted child, the parental leave must conclude no later than fifty-two (52) weeks after the child is born or comes in the care and control of the parent for the first time.

25.7 a) An employee who has previously completed a GTAship for

at least one term, who commences a pregnancy leave or adoption leave, will be eligible for paid benefits as set out in 24.08 b) below for up to seventeen (17) weeks of a pregnancy or adoption leave, or until the expiration of her current contract of employment, whichever is the lesser.

b) The paid benefits will be as follows: 100% of the employee's current weekly GTAship rate for the first two (2) weeks and 55% of the employee's current weekly GTAship rate for the remaining period outlined above.

c) Where the expected date of delivery or adoption occurs after the expiry of the employee's most recent contract(s), but within eight months of that expiry, the employer shall pay an employee pregnancy or adoption leave benefits as outlined above. Such paid benefits shall be based on the appointment contract(s) held in the previous session, provided that upon the date of the leave, the employee meets the department and program conditions for funding and progression.

d) If at the commencement of her next appointment(s), the employee in receipt of paid benefits has not used her maximum entitlement of seventeen (17) weeks of pregnancy or adoption leave paid benefits, she shall be entitled to paid benefits up to the seventeen (17) weeks (less benefits already paid), which shall be based on the appointment contract(s) for that session and shall be taken at the beginning of the session.

Bereavement

25.8 Bereavement leave to arrange or attend the funeral of an immediate family member shall be granted by the person designated by the Department, School or Faculty where the employee works. The paid portion of such leaves will not exceed ten (10) hours for that employee, except in instances where extensive travel is required, in which case the paid portion of such leave will not exceed fifteen (15) hours in total for that employee.

For the purpose of this clause, immediate family is defined as parent (or step or foster parent), brother, sister, spouse, child (including child of a spouse), stepchild or ward of the employee, spouses's parents, grandparent and grandchild.

It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the Employer may, after considering the particular circumstances involved, grant leave with pay for a period greater than and/or in a manner different than that provided above.

Court

25.9 Upon written request to the person designated by the Department, School or Faculty where the employee works, an employee shall be granted paid leave, less what the court pays for the performance of the required duties, when summoned to serve for jury duty or jury selection, or when subpoenaed as a witness to court proceedings to which the employee is not a party, but only to the extent that such service actually conflicts with her duties and provided that upon return to work she shall provide the person designated by the Department, School or Faculty with written confirmation of the date(s) and time(s) on which she served and the amount of pay received for jury service. Time spent on leave under this subclause, equal to one term or greater, shall not count as employment for the purpose of clause 12.02.

Exchange of Duties

25.10 Subject to the approval of the person designated by the Department, School or Faculty where the employee works, an employee may arrange to exchange duties, or for another qualified individual to substitute for the employee for periods not to exceed two (2) weeks at a time. Permission for such exchanges or substitutions shall be requested as far in advance as possible.

Labour Conferences, Conventions, and Union Training

25.11 Subject to operational requirements, the Employer shall grant a leave of absence without pay to up to five (5) employees at one time and a maximum of ten (10) employees per contract year who may be elected or selected by the Union to attend labour conferences or conventions. Subject to operational requirements, the Employer shall grant a leave of absence without pay, not to exceed ten (10) hours per term, to a Union representative who is attending a union training session which is directly applicable to this Agreement. At least two (2) weeks' notice must be provided to the person designated within the Department, School or Faculty where the employee works and the employee should attempt to arrange a substitute as provided for in 25.11.

Sick Leave

25.12 Employees who have a current appointment shall be granted up to five (5) hours of paid sick leave per 140 hour appointment. Such sick leave will only apply to regularly scheduled classroom or laboratory contact hours and no additional absences due to medical reasons shall be with pay. To qualify for sick leave, the employee must notify the person designated within the Department, School or Faculty where the employee works as to the duration of the illness or injury. Wherever possible, the employee should attempt to arrange for a substitute as provided for in 25.11 above. The Employer may require a medical certificate from the employee. The Employer shall reimburse the cost of medical certificate. Leave earned but not used shall be carried over to the next working term to a maximum of ten (10) hours at any point in time.

25.13 The Employer shall grant a leave of absence without pay for long-term sick leave provided medical evidence of such need, satisfactory to the Employer, is submitted to the person designated by the Employer. Time spent on leave under this subclause, equal to one term or greater, shall not count as employment for the purpose of clause 12.02.

Academic Conferences

25.14 Subject to the approval of the person designated by the Department, School or Faculty where the employee works, and supported by a copy of the invitation to make a presentation as part of an academic conference relevant to the employee's discipline, an employee shall be granted Conference Leave with pay not to exceed five (5) consecutive days. Conference Leave may only be taken once between September 1 and the following August 31. Such an employee must endeavour to arrange to exchange her duties or for another qualified individual to substitute for her.

Sex Reassignment Surgery Leave

25.15 An employee who provides a certificate from a medical practitioner to the Rehabilitation Coordinator confirming that the employee requires a leave of absence in order to undergo the medical procedure(s) related to a physical change from one gender to another shall be granted up to two (2) months of gender reassignment surgery leave. During the first month of such a leave, the employee will be compensated by the Employer at his/her regular rate of pay.

Article 26: EMPLOYMENT EQUITY

26.1 The Employer is dedicated to employment equity as a vital component of its human resources management.

26.2 The Union shall have the right to appoint a representative to the President's Standing Committee on Employment Equity.

Article 27: SERVICE ON THE EXECUTIVE OR OTHER COMMITTEES

27.01 On September 1 of each year, the Employer shall pay the Alliance the sum of $60,000 to assist the Alliance in the administration of the Collective Agreement and service on committees, including all Health & Safety Committees. The Alliance shall have full discretion in how this amount is allocated to its executive members. From these funds, the Alliance may choose to support the PSAC Social Justice Fund.

Article 28: PENSIONS

28.01 Employees may participate in the Pension Plan for Administrative Staff provided they meet the eligibility requirements for part-time administrative staff.

The waiting period component of the eligibility requirement, currently two calendar years, will be amended as of 1 May 1998 to be over twenty-four (24) consecutive months. (See letter of clarification.)

Article 29: CONFLICT OF INTEREST

29.1 The application ofthis article is limited to GTA related employment activities. The term 'student' in this Article does not refer to other GTAs, graduate or undergraduate students with whom the employee is not engaged in a supervisory capacity. The borrowing and iending of nominai items that arise naturaiiy from the GTA-student relationship (i.e., books related to the subject of inquiry or interest) and that would not give rise to a reasonable apprehension of bias or bribery are not contemplated in this Article.

29.2 Each employee occupies a position of trust in dealing with others inside and outside the University. Whatever the area of activity or degree of responsibility, the University expects each employee to act in a manner that will enhance the University's reputation for ethical performance in all its dealings.

29.3 It is the responsibility of the employee to disclose possible conflicts of interest with respect to carrying out her/his duties. The conflict or possible conflict will be formally disclosed in writing to the Person designated by the Department, School or Faculty before any action or decision is taken. The Person designated by the Department, School or Faculty, after consultation with the employee and any other appropriate persons, shall determine whether a conflict, actual or apparent, exists, and determine an appropriate course of action as per University Policy. The Union Regional Representative will be notified upon determination of a conflict.

29.4 There are numerous ways in which conflict of interest can arise. Examples include relationships that involve a sexual or close personal relationship with a current student, teaching a student who is a close relative or close friend, excessive socializing with students outside class, lending money or goods to, or borrowing from students, or offering additional instruction to a student or a group of students outside of the regular class for a fee.

29.5 In addition to the reporting requirements under 29.02, employees are encouraged to discuss any possible conflict of interest with the Union Local as soon as possible .

Article 30: TRAINING

30.1 The first appointment of an employee shall include participation in a training program as determined by the Department. Employees required to supervise students in a laboratory setting shall receive health and safety training appropriate to ensuring the safe operation of a laboratory of students, if such training has not already been required and completed for the GTA's graduate education. Teaching assistants shall be paid for participation in such training determined by the Department and/or required for Health and Safety in accordance with Article 18.

30.2 Where teaching assistants holding a second or later appointment are required to participate in training programs determined by the Department, they shall be paid for their participation in accordance with Article 18. A teaching assistant holding a second or later appointment of at least seventy (70) hours may, prior to the commencement of each such appointment, identify training relevant to the current teaching assignment, and submit a request for training to their supervisors, describing the nature of the training sought. If approved by the supervisor, the teaching assistant may attend such training with pay for a maximum of 2 hours; such approved training hours shall be included in the teaching assistant's duties and shall not be considered as over-time. The supervisor may request proof of attendance at the training session in order to authorize payment. Western reserves the right to schedule training to meet its operational requirements.

30.3 Any employer-required training or orientation shall be included in the hours of work as outlined in the Duties Specification Agreement, per Appendix "B" and shall normally take place during the contract period of the appointment. If the training can not be scheduled during the contract period, the teaching assist will be notified of the training in a timely manner.

30.4 Where the employer requires that an employee attend training or orientation, the employee will be provided with timely, advance notice of the scheduling, location and time requirement for the training or orientation. Failure to participate in employer required training is subject to discipline under Article 16.

Article 31: DISTRIBUTION OF THE AGREEMENT

31.1 The Employer and the Union agree to share equally the cost of producing 400 copies of this Agreement, with 200 copies of the Agreement designated for the Union.

31.2 The Employer and the Union agree that an electronic copy of this Agreement will be made available and maintained on the Human Resources website.

Article 32: DURATION

32.1 The terms of this Agreement will become effective upon the date of ratification by both parties and shall be in effect until August 31, 2017.

32.2 This Agreement shall remain in effect from year to year thereafter unless either party informs the other in writing of a desire to amend this Agreement. This notification of the desire to amend the Agreement must occur within three (3) months prior to the expiration date ofthis Agreement or any anniversary of such expiration date.

Appendix A Letter of Understanding

SAMPLE LETTER OF OFFER OF A GRADUATE TEACHING ASSISTANTSHIP

SAMPLE LETTER OF OFFER OF A GRADUATE TEACHING ASSISTANTSHIP FOR INTERNATIONAL STUDENTS

AppendixB Duties Specification Agreement

Appendix C Duties Specification Agreement Review Form

Letter of Understanding - Ten (10) Hour Rule

Consistent with the Federal Granting Councils and the Ontario Graduate Scholarship programs, as well as the Ontario Council on Graduate Studies, the University believes that the acceptable time spent on GTA employment is an average of ten (10) hours per week.

Letter of Understanding - GTA Financial Fund

In the year 2016, the employer shall provide to the Local by January 31st the amount of $100,000 for use as the GTA Financial Fund.

In the year 2017, the employer shall provide to the Local by January 31st the amount of $125,000 for use as the GTA Fund.

The Fund is intended to address financial challenges faced by employees in the bargaining unit which may include but not be limited to: financial need, childcare expenses, education related expenses, food bank support, etc.

The Labour/Management Committee, shall establish criteria, priorities and procedures for application to and distribution of the fund as well as the manner in which financial need must be demonstrated.

The Union shall prepare an annual report on the disbursement of monies of this fund, to be submitted to the Employer. The Labour Management Committee shall determine the content and format of the report.

The parties agree, on a without prejudice or precedent basis, that this Letter of Understanding will form part of the Collective Agreement for the life of the Collective Agreement.

Letter of Understanding - Health Care Plan

The employer will pay the Local $150.00 for each employee who is a GTA as of November 1st and any additional unique GTA appointed as of the following March 1st and August ist in the years 2015/2016 and 2016/2017 of the collective agreement to contribute towards the cost of the health care plan arranged and administered by the local.

The Union shall prepare a report on the disbursement of monies of this fund, to be submitted to the Labour Management Committee one month following the end of each term.

The parties agree on a without prejudice or precedent basis that this Letter of Understanding will form part of the Collective Agreement for the life of the Collective Agreement.

Letter of Understanding - Lead Graduate Teaching Assistant Program

The Parties agree that this Letter of Understanding forms part of the 2015-2017 Collective Agreement and expires at the end of that Collective Agreement.

The Parties agree to continue the Lead Graduate Teaching Assistant Program for Graduate Teaching Assistants in a small sample of disciplines/teaching areas.

1. Nothing in this Letter of Understanding shall be construed to limit current local practices within programs/departments/faculties.

2. "Lead Graduate Teaching Assistantship" {LGTA) means the employment contract between a registered full-time graduate student and the employer for mentoring of Teaching Assistants (TAs). This appointment shall be restricted to executing responsibilities to specified departments.

3. The Vice Provost, Graduate and Postdoctoral Studies, in consultation with the Chair/Director/Dean, and PSAC Local 00610, shall determine which department(s)/ faculty(s) shall participate in the Lead GTA program.

4. A maximum of eight (8) LGTAs will be funded 50% by the School of Graduate and Postdoctoral Studies and 50% by the department/faculty.

5. Appointment/ Assignment - for the purpose of establishing bargaining unit membership, the appointment of a LGTA shall be deemed equivalent to 140 hours in each of the Fall and Winter terms.

6. The duties, responsibilities, and supervision will be defined by the Vice Provost, Graduate and Postdoctoral Studies, in consultation with the Chair/Director/Dean, and PSAC Local 00610, and could include items such as assignment content and style, teaching and marking strategies, as well as techniques for handling challenging content.

7. As part of the assignment to the Lead GTA program, the LGTA shall receive access to training and assistance in the technical and pedagogical aspects of the teaching, marking of assignments, delivery of a course, development of study guides, teaching aids and other course materials to assist unit GTAs with fulfilling their responsibilities through guidance, advice, coaching and consultation.

This program will be evaluated by the Vice Provost, Graduate and Postdoctoral Studies, in consultation with the Chair/Director/Dean, and PSAC Local 00610

Letter of Understanding - Student Evaluations

The Parties agree that this Letter of Understanding forms part of the 2015 - 2017 GTA Collective Agreement for the life of the Collective Agreement.

1. The Parties agree that the evaluation of the work of Graduate Teaching Assistants by means of student responses to questionnaires is an important source of information regarding student opinions and degree of satisfaction.

2. A Joint Working Group shall be formed to review the possibility of implementing a student evaluation process. The Joint Working Group shall make recommendations to the Employer and the Union.

3. The Joint Working Group shall comprise three appointees from the Union and three from the Employer, and will be chaired by the Vice Provost (Graduate and Postdoctoral St u dies). The committee will have access to resource persons including the Vice Provost (Academic Programs); the Vice Provost (Academic Planning, Policy and Faculty); the Teaching Support Centre; PSAC 610; and the Office of Institutional Planning and Budgeting. The Joint Working Group shall consult and align with the University's strategy on student evaluations of teaching.

The parties agree to strike the Joint Working Group in the Spring of 1016 to complete their work by the end of this current Collective Agreement.