Information Booklet for Contract Academic Staff

Get in Touch. Get Involved.
TRUFA is your faculty association and is here to promote and protect your
interests. It is also provides wonderful social events. Come join us.
Here’s how:
• Consider joining a committee, come to one of many social events
• Be sure to attend the AGM and the GMM
• Keep abreast of information as it arises by checking our website
often and following us on Facebook and twitter.
Contact Us.
Our main office is located in House 1 on the Thompson Rivers University
campus in Kamloops.
900 McGill Road
Kamloops, BC V2C 0C8
Phone: 250-374-3040
Email: admin@trufa.ca
Web: trufa.ca
Contract
Academic Staff
Handbook
© 2015.
Updated Annually
2015
Table of Contents
About TRUFA ...................................................................................................................... 3
Types of Contract Academic Staff Appointments ............................................... 4
About this Handbook ...................................................................................................... 5
Excerpts from the Collective Agreement
Sessional and Continuing Sessional Appointments ................................... 6
Limited Term Contract Appointments .......................................................... 10
FAQ ...................................................................................................................................... 12
TRUFA Executive Committee ................................................................................... 14
How to Get Involved ..................................................................................................... 15
Contract Academic Staff are full
members of TRUFA and full voting
members of their departments.
HOW TO GET INVOLVED
Have your say
Attend the General Membership Meeting and the Annual General
Meeting.
Join a Committee
TRUFA has many committees to join. There is a place for everyone and
every interest from Bargaining to Global Justice and Wellness.
Get Social
We also host several social events throughout the academic year,
including a Spring barbeque and Christmas party and we host a wide
variety of events on campus. Check the website, follow us on twitter and
like us on Facebook to stay up to date on TRUFA social activities. We
look forward to seeing you!
Contract Academic Staff are full
members of TRUFA and full voting
members of their departments.
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TRUFA’s Executive
TRUFA ‘s executive is elected by TRUFA membership at our yearly AGM.
Executive
Board
President
About TRUFA
Welcome
Congratulations on your
employment with Thompson
Rivers University. Welcome to
our vibrant academic community.
As a non-regular employee, you
are a full member of our Faculty
Association. We look forward to
getting to know you.
Vice-President
Secretary
Treasurer
Immediate Past President
Chief Shop Steward
Chair of Salary and Working Conditions Committee
Chair of Human Rights Committee
Chair of Sessional/Limited Term Contract Faculty
Chair of Status of Women Committee
Occupational Health & Safety Committee TRUFA Rep
Chair of Equity Committee
Vocational Non-Trades Representative
Vocational Trades Representative
Instructional Support Representative
Lab Faculty Representative
Williams Lake Representative
ThreeTripartite Represent (3)
Bipartite Representatives (3)
Contact
PRESIDENT president@trufa.ca
VICE PRESIDENT mahara@trufa.ca
CHIEF STEWARD steward@trufa.ca
For further contact information look online at trufa.ca
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About us
The Thompson Rivers University Faculty Association (TRUFA) is the
sole bargaining agent for approximately 650 faculty members of
Thompson Rivers University. Our members are spread over two main
campuses, in Kamloops and Williams Lake, as well as a number of
regional centres in 100 Mile House, Lillooet, Cache Creek, Ashcroft,
Chase, Barriere, and Clearwater.
TRUFA is a member of the Kamloops and District Labour Council, the
Federation of Post-Secondary Educators of British Columbia, and is
affiliated with the Canadian Association of University Teachers, the
Canadian Labour Congress and the British Columbia Federation of
Labour.
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Appointment Types
Sessional Appointment
A sessional appointment is an appointment to a teaching or professional
role position not requiring scholarship or service. Such an appointment is
to any level of workload (as defined in Article 10) up to 100% for a
specified period of time of less than one year.
(from the Collective Agreement 1.2.14, page 4)
Continuing Sessional Appointment
A continuing sessional appointment is an ongoing appointment to a
sessional workload level of 50% to 100% as defined in Article 10.
A member shall be appointed to a Continuing Sessional position when
he/she has completed a sessional workload for three (3) consecutive
years at a workload level of 50% or greater of the maxima as defined in
Article 10 or when initial Sessional appointment and subsequent Limited
Term Contracts combined are the equivalent workload of three (3)
consecutive years at a workload level of 50% or greater of the maxima as
defined in Article 10. 5.2.6.2
(from the Collective Agreement 5.2.6, page 32)
Limited Term Appointment
A limited term contract appointment is a full time appointment to a
position for a period of time of one year or greater and equal to or less
than 3 consecutive years in duration.
(from the Collective Agreement 1.2.16, page 4)
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Frequently Asked
Questions (continued)
How do I calculate my workload for Practicum Work?
For more information about calculating workloads for practicum work,
please see the formula contained in the Letter of Understanding #18
for the School of Social Work and Human Service BSW Program, HS
Diploma Program, CSSW Certificate Program (page 203 of Collective
Agreement), and Letter of Understanding #20 for the Bachelor of
Education program (page 206 of Collective Agreement) .
Will my performance be evaluated?
All Contract Faculty Staff are subject to annual Performance Reviews
as outlined in Article 7 of the Collective Agreement (page 66). These
evaluations which are comprised of an Annual Professional Activity
Report (APAR) and a Performance Review Committee (PRC) are
essential for establishing Right of First Refusal in the initial year of a
Sessional appointment and the final year of a Limited Term
appointment.
How will my hours be calculated for my Record of
Employment?
If you are a Sessional or Continuing Sessional employee, the hours that
will be calculated for your Record of Employment should not be the
same as those calculated for your workload. Please check our website
at www.trufa.ca for more specific information on how to calculate your
ROE hours. Not acquiring the correct hours for your ROE can have
serious implications should you apply for Employment Insurance
benefits.
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Frequently Asked
Questions
Where can I find a copy of the Collective Agreement?
A copy of the Collective agreement can be viewed on the TRUFA website
(trufa.ca). Other documents like the constitution as well as important
information about leaves, workload, and benefits can also be found on the
website
Whom do I contact if I have a workplace issue?
Please direct your inquiries about workplace issues and problems to one
of the executive committee members listed below.
PRESIDENT president@trufa.ca
VICE PRESIDENT mahara@trufa.ca
CHIEF STEWARD steward@trufa.ca
They will either address the issue directly or refer you to the appropriate
TRUFA representative.
How do I determine my benefit entitlement?
Benefit entitlement varies according to appointment type. Whether you
are Sessional, Continuing Sessional or Limited Term Contract Faculty, it is
important to educate yourself about your benefit entitlement by checking
the excerpts from the Collective Agreement in this handbook that
correspond to your appointment type. Please contact TRUFA if you
require assistance.
About this Handbook
TRUFA created this handbook as a resource that addresses the specific
needs of Contract Academic Staff. For more information, please do not
hesitate to consult the full Collective Agreement, and other official
documents on the TRUFA website (trufa.ca).
Some of the main areas of concern for
Contract Academic Staff include:
Right of First refusal
Wages
Benefits
Job Security
Workload
Performance Evaluation
Please read the handbook sections devoted to your appointment type.
They contain the portions of the Collective Agreement that address
these issues for your specific appointment type, whether you are
Sessional, Continuing Sessional or Limited Term Faculty.
How do I calculate my workload?
Calculating workload can be difficult. Please check out our online
workload calculator at trufa.ca
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5
SESSIONAL AND CONTINUING
SESSIONAL
Right of First Refusal (Sessional)
If, at the expiration of a member’s Sessional appointment substantially the
same sessional work, as determined by the department, is available in the
subsequent academic year, the Sessional member shall be given a
probationary right of first refusal for this work. Upon completion of a
successful evaluation, as per Article 7 or after completing substantially the
same work over two (2) work terms with no evaluation being performed,
the member shall be given the right of first refusal for this work. 5.2.5.2
If two or more Sessional members each have a right of first refusal for the
same available sessional work as referenced in Article 5.2.5.2, then the
Appointments Committee shall choose the better candidate. 5.2.5.2.1
When a member who has obtained right of first refusal according to
Article 5.2.5.2 is the successful applicant for a Limited Term Contract, that
member shall maintain right of first refusal (according to Article 5.2.5.2)
for sessional work upon completion of the Limited Term Contract.
5.2.5.2.2
If a sessional member does not meet all of the qualifications for the work
for which he/she was hired, he/she shall not have the right of first refusal
for any subsequent work. 5.2.5.2.3
LIMITED TERM CONTRACT
(CONTINUED)
Following an assessment of satisfactory performance, based on a
summative evaluation according to Article 7, a faculty member who
has a limited term shall have the terms of the appointment extended
by one year if the same limited term work is available in the same
department as documented in the approved 3-year workload plan. All
tenure and tenure-track members in the program area must be
assigned workload before the member’s extension can occur. 5.2.4.4
Assignment of Duties and Responsibilities
All Tenure-Track, Tenured and Limited Term Contract members shall
be assigned work before any Continuing Sessional member. 10.3.1.2
Professional Allowances
The University shall make available to each Tenured, Tenure-track,
Continuing or Limited Term Contract member a Professional
Allowance of $1,550 for the period from April 1 2013 to March 31
2014. This Professional Allowance shall be increased by $50 annually.
15.2.2
Sessional members who have not met all of the qualifications for previous
work, may apply for new postings. 5.2.5.2.3.1
Right of First Refusal (Continuing Sessional)
A member with a Continuing Sessional appointment shall have the right of
first refusal for substantially the same available sessional work he/she
performed previously. 5.2.6.3
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LIMITED TERM CONTRACT
Right of First Refusal
If, at the expiration of a Limited Term Contract appointment, and after
assigning workload to all tenured and tenure-track members in the
program area, the University offers a subsequent Limited
Term Contract appointment in the same program for which the member is
qualified, and whose performance is deemed satisfactory, the Limited
Term Contract member will be given the right of first refusal for that
appointment, before the Employer posts the position. Satisfactory
performance shall be based on a summative evaluation according to
Article 7. 5.2.4.2
If a Limited Term Contract member does not meet all of the qualifications
for which he/she was hired, he/she shall not be eligible for reappointment. 5.2.4.2.1
If two or more Limited Term Contract members each have a right of first
refusal for the same available limited term work as referenced in Article
5.2.4.2, then the Appointments Committee shall choose the better
candidate. 5.2.4.2.2
A Limited Term Contract member shall be granted a tenure-track
appointment, as per Article 5.2.1, when he/she has completed the
equivalent of six (6) consecutive years’ Limited Term Contracts in the
same program and the work for which he/she is qualified is available in
the subsequent year. Three years of 100% Continuing Sessional work
prior to the limited term can be applied to the calculation. 5.2.4.3
If two or more Limited Term Contract members each have a right of first
refusal for the same tenure-track appointment as referenced in Article
5.2.4.3, then the Appointments Committee shall choose the better
candidate. 5.2.4.3.1
SESSIONAL AND CONTINUING
SESSIONAL (CONTINUED)
When a member who has a Continuing Sessional appointment and is
the successful applicant for a Limited Term Contract, that member
shall return to the Continuing Sessional appointment upon completion
of the Limited Term Contract and retain current salary step as per
Article 11.7. 5.2.6.3.1
If two or more Continuing Sessional members each have a right of first
refusal for the same available continuing sessional work as referenced
in Article 5.2.6.3, then the Appointments Committee shall choose the
better candidate. 5.2.6.3.2
Where a Continuing Sessional member’s work falls below 50%
workload for more than 2 consecutive years, the member shall
maintain right of first refusal for sessional work as per Article
5.2.5.2 and retain current salary step. The member will return to a
continuing sessional appointment as soon as the work is greater than
50%. 5.2.6.4
Assignment of Duties and Responsibilities
All Tenure-Track, Tenured and Limited Term Contract members shall
be assigned work before any Continuing Sessional member. 10.3.1.2
Any Tenure-Track and Tenured part-time member shall be entitled to
additional workload to 100% before any Continuing Sessional or
Sessional member. 10.3.1.2.1
Continuing Sessional members shall be assigned work in his/her
department or academic unit to the level of his/her appointment
before any Sessional members receive work. 10.3.1.3
Continuing Sessional members shall be entitled to additional work for
which he/she is qualified before any Sessional member. 10.3.1.4
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SESSIONAL AND CONTINUING
SESSIONAL (CONTINUED)
SESSIONAL AND CONTINUING
SESSIONAL (CONTINUED)
Benefits for Sessional Employees
Teaching Members and Instructional Support Members who meet
the posted qualifications shall be paid 80% of TS-01 x % of workload.
11.7.1.1
This entitlement shall not extend beyond a full-time workload during the
contract period. In addition, this entitlement must not conflict with the
departmental workload plan. 10.3.1.4.1
Statutory benefits as applicable. 13.9
Benefits for Continuing Sessional Employees
A Member appointed to a continuing sessional appointment shall be
eligible for full benefit coverage of the Collective Agreement. The
premiums shall be cost shared based on the percentage of workload. 13.10
Sessional Vacation Pay
A Sessional member shall have the option to elect vacation payout or paid
vacation time with pensionable service. The Parties will develop a form
for members outlining the two options. Each sessional member will upon
appointment indicate in writing his/her desired option for vacation
entitlement. 12.2.5
Sessional Relocation Fees
Salary for Sessional and Continuing Sessional Employees
Teaching Members and Instructional Support Members who do not
meet the posted qualifications shall be paid 80% of Instructor 1-04 x
% of workload11.7.1.2
The denominator for calculating the % of sessional workload shall be:
• Teaching Members in semesterized programs: 8 – 3 credit
courses or 24 credits
• Vocational Non-trades Members in non-semesterized
programs: 640 hours
• Vocational Trades Members: 850 hours
• Instructional Support Members: 1120 hours
11.7.1.3
Sessional contract salary shall be paid out over the length of the
contract. 11.7.1.4
An employee accepting a full time sessional for more than a month and
less than a year or limited term contract appointment is eligible for an
incoming relocation allowance of up to $850.00. The relocation allowance
will include moving of personal effects and travel expenses for the
employee and his or her dependents between his or her previous location
and Kamloops. Expenses, including travel expenses and accommodation at
the University rate, will be allowed during normal travel time between the
previous location and Kamloops. Receipts for relocation and travel
expenses must be submitted to the Director, Human Resources to
substantiate the claim for reimbursement. 16.1.2
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