Georgian College Collective Agreement

(1.) Carefully read the information packages provided to you by the university and respond within 31 days of hiring during each contract period to ensure the most advantageous coverage. For example, if you and/or your family members already have existing health issues, you can still sign up if you don`t miss the 31-day window. If you wait beyond the initial 31-day period to register, you will need to submit proof of health through a "health questionnaire form", and Sun Life may find that you may never be eligible. If you have any questions about the collective agreement and are a faculty member at Fanshawe College, please contact us. It`s been almost a year since part-time support staff at Ontario`s colleges voted to join the Ontario Public Service Employees Union (OPSEU). Note: We are currently working to clarify this information in order to take into account the profits made in the new contract (contract 2017-2021) and how it works in practice. Here is a summary of the profits made for partial load (from tariff items 26.10D and E): In the case of extended health care, the college must pay 100% of the premiums for all partial-load employees, with the exception of insured persons with a spouse. The plan is voluntary only for this group. Our advice is that anyone who is part of this group and answers the question "Is your spouse a judge?" with "NO" should opt for extensive health services. There is a provision called benefit coordination, and the only spouses who would have a plan that would erase the value of two plans to coordinate benefits are the judges. A definition of service coordination can be found in the above-mentioned brochure Your Services.

The Georgian ADM is likely to spark a lot of discussion at the university in the coming months. For more information, I recommend that you read the full document on our website or speak to your supervisor. However, changes in the higher education system, such as the dramatic increase in class sizes and the increasing use of part-load faculties, have led to the creation of a large underpaid and revised segment of partial-load faculties whose workload is limited only by the maximum limit of 12 teaching hours per week, unlike full-time faculties, whose workload is limited compared to many other factors such as class sizes. Lesson contact times and the number of preparations and course sections. Given the overall situation to create justice across the province and allow all colleges to hire the best candidates for their senior leadership positions, the province should develop a points system so that leaders are fairly compensated for what they do, not for where they work. This is, of course, a discussion that will take place in the future with the boards of directors of other colleges and the province. Each college`s performance administrator must meet with you when you are hired to review your performance options. Unfortunately, this does not always happen. Because there are important deadlines to meet, you may need to contact your benefits administrator once you are hired to ensure you get the correct forms and are enrolled in the benefits that are best for you and your loved ones.

Unlike full-time employees, part-time college support staff are not eligible for paid sick leave, paid vacation days, or health benefits. They have no job security and no control over how many hours they work or when they will work them. They also tend to be paid less than full-time employees who do the same job. As part of this process, Georgian is reaching out to the college community and the public for feedback and views. At Georgian, we are very pleased to know that there is an agreement for the next four years that will allow us to fulfill our commitment to students. The Local understands that executive compensation has been frozen since 2012, as described in Section 7.4 of the 2010 Expanded Public Service. The austerity measures of the last five years have had an impact on both executive compensation and collective agreements for auxiliary staff and faculties. The Local believes that executive compensation in the future should reflect any increase in financial compensation that applies to all Georgian employees. Ontario`s college system was created in 1965. In 2007, the Supreme Court ruled unconstitutional a provincial law prohibiting the unionization of part-time workers in colleges. In 2008, OPSEU`s first attempt to organize workers was severely hampered by the government. In this context, the Local would recommend that any increase in the number of managers be determined by averaging the increases in the auxiliary staff collective agreement and the faculty collective agreement for this year.

The implementation of this averaging method would provide a clear and transparent method for determining executive compensation. It would also show that the Board of Governors and senior management are serious about the financial well-being of Georgian and its employees. On September 1, 2012, I was officially inducted into the Board of Governors of Georgian College as the elected Internal Governor of Support Staff. It has been an exciting experience for me so far as I learn more about the institution and how the whole college works. As part of my role, where possible, I will provide you with updates on issues and events that affect us as a support agent. OPSEU/OPSEU President Warren (Smokey) Thomas says the government`s plan to fund colleges will result in lower quality education, job losses and the complete disappearance of essential programs across the province. .