Faculty members employed during the first collective agreement were classified as creative faculties and were allowed to apply for employment as part of a faculty creation option, with the mandate obtained on the basis of three satisfactory annual examinations. Fair and appropriate procedures are clearly described for ongoing appointments, promotions, mandates and appointments, evaluations and evaluations. We then clarified and improved the language for family-friendly leaves. The employer must now charge a member`s salary, whether or not he or she is entitled to EI benefits from the first day of employment. The collective agreement also provides for the possibility of an additional retroactive increase in advancement if a member has been delayed in his or her application for transportation as a result of sick leave or family responsibility. Our executive reviewed and adopted the CAUT policy for the indigenization of the Academy and shared it with membership. Members then expressed support for the negotiating objectives of this policy, including the need to recognize the additional contributions, qualifications and collective work of Aboriginal faculty members. Material equity, not formal equality, includes the objective of meeting the specific needs of specific groups seeking equity. Mainstreaming Equity considers that equity must penetrate the entire collective agreement and should not be limited to vital fairness and non-discrimination clauses. These approaches frame this article, which summarizes the equity gains achieved by the Northern Ontario School of Medicine and staff and discusses several relevant policy considerations for promoting justice on a post-secondary campus.
Ahead of the 2018 negotiations, our executive has decided to adopt a leadership approach to justice and equity for Aboriginal peoples. The national context is known – the Truth and Reconciliation Commission and its calls to action have drawn attention to the obligations that faculty associations have as members of the university community. In Northern Ontario (Thunder Bay and Sudbury are the most important sites of nosM), racism and persecution of Aboriginal peoples have existed for centuries. Another broader objective is to strengthen legislation protecting the rights to free association and free and fair collective bargaining. In Canada, governments have adopted permanent exceptions to our human right to free association, undermining the rights of all Canadians. Both the International Labour Organization and, more recently, the Supreme Court of Canada have repeatedly condemned these legislative violations of our human rights, citing the Canadian Charter of Rights and Freedoms. Another remarkable achievement of the first collective agreement was the addition of a language that requires the employer to exercise its management rights in a fair, fair and reasonable manner, consistent with the agreement. In our first round of collective bargaining, the employer proposed compensation. The proposal was considered by members during a series of meetings and was ultimately rejected.
We were a relatively small group – we had to encourage collegiality rather than competition. It was also recognized that such a proposal could increase inequality in the workplace, particularly for female members.