Proposals Both parties shall draw up proposals. These are the documents that describe the amendments to the current collective agreement requested by each party. Proposals are developed through a lot of work by the committee. This work includes finding alternative collective agreements in similar work environments for comparison; Conduct and analyze member surveys to determine which topics are most important and meet (including in person and email) to discuss, develop and conclude. Our proposals are generally divided into compensable and non-compensable items. 52 Article 26 – Trade union enterprise a) b) The employer undertakes to pay the representatives of the union a total membership fee of $ for the time spent administering this agreement or in the course of union affairs as of July 1, 2009. This amount may be distributed among trade union officials. For time spent on collective bargaining, the employer grants financial compensation of up to fifteen days` salary, which is distributed among the participants, provided that they are able to catch up on the time and that the same level of service is provided to the students. For the purposes of this clause, the daily wage is 7 hours at the employee`s hourly wage The parties agree to schedule meetings to prevent union representatives from losing income from the employer or another employer where reasonably possible. 48 64 Article 37. If an employee has received a second or subsequent disciplinary letter (other than dismissal) relating to unsatisfactory performance within twelve months, the employee will only be entitled to new or additional work orders (1) at the end of the specified period during which an improvement or correction is expected, or (2) discipline is mourned and deemed unjustified.

The time limit set in the second or subsequent disciplinary opinions shall not exceed three months. If the discipline is saddened and found to be unjustified, the employee will receive all the funds and benefits he or she would have received if the discipline had not been imposed. For dismissals due to serious problems such as violent behaviour or blatant insubordination, progressive discipline is not necessary. The personal record referred to in this Section is the personal record of a worker within the meaning of Section 32. Notwithstanding the foregoing provisions of this Article, the employer shall have the right to dismiss a worker for cause. 42 9 Section 3 – Scope of Agreement 3.01 This Agreement applies to employees of the Employer by virtue of Alberta Labour Relations Board Certificate No. 90-95, “all anonymous academic staff, including tutors and markers”, except those employees who may subsequently be expelled or admitted by the Alberta Labour Relations Board or by agreement of the parties. 5 57 30.05 Disputes concerning seniority status must be submitted in writing to the designated tutorial of the learning services no later than 1 December of each year. If an employee or his or her representative presents proof of error, that error will be corrected and, if corrected in this way, the agreed calculation of seniority will be changed (a) If an employee whose appointment has been retained is reinstated within two (2) years of the date of initial tennination under this Agreement, the employee must have previously accumulated seniority, which was reinstated at the time of reinstatement; (b) If an employee has been dismissed and is subsequently reinstated under this Agreement, the employee will not have cumulative service at the time of reinstatement. 53 Mediation and arbitration When the parties reach an impasse, mediation is used to try to resolve the problem. If it cannot be resolved through mediation, it will move to a strike or lockout situation or voluntary arbitration, which is an alternative way to resolve disputes without a strike or lockout, but requires the consent of both parties. The arbitrator`s decision becomes a collective agreement.

Have you ever wondered how your working and employment conditions are set? In short, they are negotiated with the employer, Athabasca University, through “collective bargaining” with your CUPE 3911 bargaining partner. 6 Article 1. Definitions 1.01 In this Agreement, (a) (b) (c) (d) (e) (f) (g) (h) “Employee” means an employee to whom this Agreement applies in accordance with Article 3 – Scope of the Agreement; “Employer” means the Board of Trustees of Athabasca University, represented by the President or an officer, or both, as set out in the context of this Agreement; “parties” means the employer and the union; “Union” means the Canadian Union of Public Employees. A word in the female sex may also apply to the masculine, and a word in the singular may also apply to the plural, depending on the context; “Year” means from July 1 to June 30, unless otherwise stated. The “working day” is the number of hours worked divided by 62 for which the employee has received remuneration in the last 3 months. “Hours worked” are based on the number of blocks (number of blocks multiplied by the salary per block divided by hourly wage) plus any assigned overload, all hours paid, including but not limited to hours accepted for premium wage, all grades, travel, course preparation and any other remuneration that the employer must pay to the employee on a continuous or temporary basis. The calculation of an employee`s “working day” is based on the earnings of the last three months, without leave without leave of the payer and on the hourly wage of the employee. “Scheduled Work Day” means the days on which an Employee is available to contact students. This also applies to regular lessons or meeting with students.

2 28 Article 13 – Leave and leave A worker is entitled to vacation pay equal to 8% of the total gross salary for each month Vacation pay is calculated and reported separately and is included in each regular salary payment. In accordance with the article For all days of leave of ten (10) working days or more, the employer must provide a replacement for the employee during the duration of the leave, as far as operationally possible. Unless operationally feasible, the adjustment to service standards is extended by five (5) business days of notice of leave Notwithstanding section 7 and the sections, non-urgent leave taken from January 1 to January 31. December, the following provisions: a) an individualized study tutor, academic expert or marker may request leave by notifying the employer on the appropriate form or by (i) (ii) (iii) if the request for leave lasts less than two consecutive weeks, two weeks in advance; if the request for leave is for two or more consecutive weeks, six weeks in advance; If the leave is two months or more, after the return from leave, the employee`s previous work order or its equivalent must be returned to the employee if the work order or equivalent order is available. If it is not fully available, Articles (e) and (a) to (f) shall apply. (b) Summer leave: (i) an individualized study tutor, academic expert or marker may request a summer leave for the period from July 1 to August 31 by contacting the employer before August 30. April notified; 24 7 Section 2 Union Recognition 2.01 An employer shall recognize the union as an exclusive party to bargaining for all employees of the collective bargaining unit in accordance with Section Scope of the Agreement (1) If the employer establishes a new classification or if an existing classification is introduced into the collective bargaining unit, the parties shall meet to determine the rates of pay and the application of the provisions of the convention to classification. Negotiate.. .