theEducator NOVEMBER 2012

Board of Governors’ Report by Kay Wigle What the Board Of Governors INSIDE THIS ISSUE: (BOG) will never know—and why

Questions I am frequently asked by faculty only 13% of the cost are “Why doesn’t the BOG do something? going into the Answering the Call 3 How does the BOG feel about that? When is student’s program? President’s Message the BOG going to take action?” And these Do they ask questions by Darryl Bedford questions are related to many internal in cases such as, are Book Review of Jan Wong’s 4-5 concerns. students getting value for their education Out of the Blue The BOG may never take action because dollar? A document obtained by Local 110 by Frank Green they are generally unaware of your concerns. through an Access to Information Request Are Values Just Words? 6 The governance model used by the BOG verifies the CTO per program. Board Chief Steward’s Report protects them from hearing the issues that members do not receive contribution to by Darren Chapman are of concern to employees. Another more overhead per program data. Profile of Mike Boisvert 7 fundamental question may be this: where is Student success — Are board members the balance between what a BOG should get concerned about Student Success? Do they by Paul Evans involved with, what should be left as realize that class sizes have increased, 62% of

Fanshawe College’s New 8-9 operational? faculty are now part-time, timetables are Organization Chart These are the questions that you have problematic? Do they understand the asked: implications of student retention with on-line delivery, are they aware of the need for Doing What We Do Best 9 Budget — Faculty are being asked to look for more and more efficiencies within their increased student services as the student Faculty Caught In the Act! programs. They are concerned about the population increases, especially for impact of budget cuts on students. They are international students? The answer is yes. Hardship Committee 10 also aware there is an 11 million dollar The Board of Governors are concerned about by John Conley operating surplus. The question asked is Student Success. However, they are not whether the board is aware of the impact of aware of these specific concerns because this Your Workload and Introduc- 11 type of information is not part of the reports tion to WMG not spending the money. Yes, they are. However, there is a projected deficit for the received. by Abe Kelledjian next few years and a financial plan was Values — Are board members concerned National Day of Remembrance 12 presented where the operating surplus is about the recent values survey, where and Action on Violence Against Women diverted to compensate for the deficit. employees highlighted their perception of the CTO — Do board members question the values held by Fanshawe? Bureaucracy, Cost Contribution To Overhead (CTO) per Reduction, Control, Hierarchy, Confusion and program? Are they concerned that some Silo Mentality flagged as core values should programs contribute as much as 87% to be of concern. Board members have not seen overhead? Do they question the optics of Find us online at (Continued on page 2) https://opseu110.ca/ theeducator Experts in Student Success Since 1967

2 the Educator Board of Governors’ Report, continued

(Continued from page 1) (Carver model) certainly relies on reports given to the board by the administration. The this report, and I am not sure they will. They board responds to the content of the reports did see the 2010 employee survey where presented. They rely on the integrity of employees raised concerns about the culture management to present well-balanced OPSEU Local 110 officers of the college. While the surveys are different, reports. they both raise important concerns. The two President: Darryl Bedford There is a task force of the BOG that is surveys highlight the need for improvement 1st VP: Kathryn Tamasi reviewing the governance model with a in the way employees are valued, listened to mandate “to develop an inventory of issues 2nd VP: Mike Boisvert and supported. Details of these reports will and questions regarding the board’s Chief Steward: Darren Chapman be seen as operational—and therefore left to approach to governance and determine the Treasurer: Kathleen Dindoff management to address. best process for addressing those needs.” Increased Managers — Another question Secretary: Jennifer Boswell According to the Carver model, board is do board members get information on the meetings must be the board’s meetings, and number of new management positions, e.g. not management’s meeting. This is an Reach Local 110 at: program managers? No, this will be viewed as important distinction that at times seems operational and therefore they will not know Fanshawe College (Room D2018) blurred. these details. P.O. Box 7005 I wish you and your family all the best of the Board Responsibilities — Does the board 1001 Fanshawe College Blvd. season.  “rubber stamp” what administration wants? London, Ontario N5Y 5R6 Is the governance model an extension of Kay Wigle Ph. (519) 452-4205 management? The model of governance used [email protected] Fax (519) 453-5345

Email: [email protected] Website: http://www.opseu110.ca Happy Holidays from Local 110!

Newsletter Committee:

Jennifer Boswell (Editor) Kathryn Tamasi Darryl Bedford Paul Evans

Approved for distribution:

Darryl Bedford, President OPSEU 110

Find us online at https://opseu110.ca/theeducator

Art by Alice Tams, from birdsinhats.blogspot.ca the Educator

3 the Educator President’s Message by Darryl Bedford Answering the Call

Dear Faculty Colleagues,

Following the support staff strike, Locals I’m reminded of a famous commercial for a 109 and 110 attempted to meet with the U.S. wireless provider. A technician in Fanshawe Board of Governors to put uniform and hardhat would crisscross the worker concerns on their radar screen. country with a cell phone to demonstrate Over 400 of you signed a petition. The the superior network coverage and Board didn’t want to receive it or address repeatedly ask the question, “Can you hear it. The Board wasn’t interested in hearing me now?” from workers. Your Local officers have heard from “Can you hear me now?” How will your workload concerns be members throughout the College. We’re In preparation for collective bargaining, addressed? proud of your dedication and we heard your concerns through surveys, (See the article by Abe Kelledjian in this professionalism. You tell us that you love conversations, and meetings. Money was issue for more details about the Workload working with students. There are few not the big concern. It was how people are Monitoring Group.) careers more satisfying than Professor, being treated. Partial load faculty needed “Can you hear me now?” Librarian, or Counsellor. You are the something, anything, to improve their Recently, Fanshawe College conducted experts in student success and you prove it precarious situation. Coordinators were not a survey asking you what your personal every day. being given clear direction. values are, what values you felt Fanshawe But there are problems. When it comes Our bargaining team listened and should aspire to, and the values the to being a good employer, Fanshawe managed to make some improvements in a organization currently exhibits. College has work to do. The Employee very tough economic and labour Your perception of the current day-to- Opinion Survey (EOS) of 2010 confirmed environment. day work environment included what you have been telling us. There will still be hard work for us bureaucracy, cost reduction, control, Almost all of you responded that your ahead. We need to ensure our employer is hierarchy, silo mentality, and confusion. work gives you a feeling of personal adhering to the new Partial Load and “Can you hear me now?” accomplishment and that the work you do Coordinator language in the Collective Regardless of whether or not you feel contributes to the success of the College. Agreement. there are administrators doing a good job, Many of you responded that your “Can you hear me now?” it is time for a change. We need a plan. We opinions and input are not valued. Workload Monitoring Group (WMG) has need real leadership. Many more of you responded that you been one of the few effective joint Board of Governors, the President, do not receive praise and recognition when committees at the College. It is where your Senior Administration: Your employees are you do a good job. workload concerns are heard. For over two calling. They want you to work with their Upon learning of the EOS results, your decades it has been one of the few places union. They want collegiality and better Local expressed concern and prepared a where the parties improved the process. problem solving in the workplace. This call “white paper” with suggestions for college In 1987, managers had to review each is for you. management. Later on, we were able to and every faculty SWF at the committee It’s time to answer.  meet with the Academic Leadership Team table. Over the years the task of reviewing (ALT) headed up by Dr. Lane Trotter. faculty workload has become far more A subcommittee on faculty- efficient. The process was working. Again administration communication was formed exhibiting a top-down unilateral approach with Chief Steward Darren Chapman, Dean so typical of Human Resources, Fanshawe

Gary Lima, Dean David Belford and me. It is Wireless © Verizon College management is attempting to gut early days. We’ve started with the topic of the committee. The manager members of School meetings. But there is so much more WMG have imposed a schedule of just two to do to have your concerns addressed. meetings per semester, when previously “Can you hear me now?” we met every two weeks.

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4 the Educator Book Review by Frank Green Out of the Blue: A Memoir of Workplace Depression, Recovery, Redemption and, Yes, Happiness by Jan Wong

deadline, Wong investigated the shooting More plainly, he threw her to the wolves. and wrote a 3000 word article in a single Wong, who had been fearless over a day. Her editors had requested that she 30 year career and previously endured include analysis so the article included many threats and dangers without the following: flinching, fell into a severe depression “What many outsiders don’t realize is which lasted more than two years. She how alienating the decades-long was fortunate that her family doctor linguistic struggle has been in the once- correctly diagnosed her depression and cosmopolitan city. It hasn’t just taken a told her to take time off work. When she toll on long-time anglophones; it’s did so, a lengthy battle began with the affected immigrants, too. Globe and Mail and its insurance Readers who remember the Lunch with “To be sure, the shootings in all three company, Manulife, which did not Jan Wong column in cases were carried out by mentally believe that Wong was really sick. would not think of her as a likely disturbed individuals. But what is also Eventually the Globe fired her. candidate for depression. true is that in all three cases, the In this book Wong leads the reader A longtime Globe and Mail reporter, perpetrator was not , the argot into the emotional and sometimes author of three books on China and Maid for a ‘pure’ francophone. Elsewhere, to suicidal hell of clinical depression, for a Month, her best niche for me was talk of racial “purity” is repugnant. Not in describing her every mood, nuance and proprietor of the Lunch column. There . stage, relapses and eventual recovery Wong exchanged jabs with famous lunch “To be sure, Mr. Lepine hated with the honesty and precision that is her mates like , Mordecai women, Mr. Fabrikant hated his trademark as a journalist. She outlines Richler and Pamela Wallin. Annoyed at engineering colleagues and Mr. Gill hated the history of the illness and explains her hints that he was a heavy drinker, everyone. But all of them had been current theories on the causes of Richler ended the interview by suggesting marginalized, in a society that valued depression. She cites famous sufferers that they could go somewhere and pure laine.” like Darwin, Tolstoy and Styron. “shoot up drugs.” Stung when the These paragraphs ignited a firestorm Probably the most crucial element in account of her lunch was published, Ms. of criticism in Quebec and the rest of the Wong’s recovery was the steadfast Wallin called Wong the “Hannibal Lecter country. Quebec politicians and the support of her family. of the lunch set.” Parliament of Canada unanimously She dedicates the book to her sister, Wong freely admitted, “I don’t do condemned Wong. Individual and media Gigi, from whom she was estranged after subtle,” as she rode high in what she critics hurled ridicule and racist and sexist the death of their mother (who had also considered to be the perfect job for her. taunts at her. She received death threats. suffered from depression), but who All of this would change in There was a boycott of her father’s rallied fiercely to her aid. Her aged father September, 2006 when her bosses at the restaurant in (which would and husband stood by and her two Globe and Mail assigned Ms. Wong to go eventually lead to its closing). teenaged sons displayed an to Montreal to cover the shooting of 20 But what got to Wong was the fact understanding and level of support well people at Dawson College by 25 year-old that her employer, the Globe and Mail, beyond their years. Kimveer Gill. She was a natural choice for did not support her. Wong received substantial help from the job since she had been born and The editor-in-chief, Edward her family doctor and a psychiatrist. One brought up in Montreal and because her Greenspon, who had read and approved of her doctor’s suggested cures was that sister taught at that CEGEP. the story before it was published, wrote a she remain active and that she travel to Arriving in Montreal 24 hours after column saying that Wong had erred. the bloodbath and under a tight (Continued on page 5) the Educator

5 the Educator (Continued from page 4) gag her as a condition for a financial the Blue made the best seller list of, take her mind off the depression. This settlement. She received a large cheque ironically, the Globe and Mail.) geographical cure helped her feel better and remained free to divulge every No longer a reporter, Wong moved but also further convinced her employer aspect of her fight with the employer on to become a professor of journalism that there really was nothing wrong with at St. Thomas University in Fredericton, her. NB. She allowed herself a few moments Wong found that listening to music of Schadenfreude on seeing her former and playing flute in a couple of groups editor-in-chief fired by the Globe. She helped her feel better. She goes into feels she has returned to full health and some detail to describe the various drugs productivity. that she took under medical direction, After reading the book, an American how they helped her and some friend of mine commented that anyone unfortunate side effects. who has ever been depressed should Even in the worst of times, Wong did read Out of the Blue. not lose her sense of humour. When she To that I add that for everyone who met with two Globe officials to be fired, works for a large corporation or they objected to the presence of her workplace, Wong’s book should be sister Gigi, who refused to leave. except the amount of the payout. required reading.  Jan Wong thought: “Two Wongs do When all the legal clearances on the make it right.” manuscript had been received, Frank Green is a retired faculty member With the assistance of her family, Doubleday, the publisher of her previous of Fanshawe College. union and lawyers, Wong eventually won books, decided not to publish the book total victory in her battle with her after all, so Wong chose to publish the If you would like to write a review employer and its insurance company. She book herself. (She must be laughing all of a book that would be of interest to our members, please email refused to accept the Globe’s attempt to the way to the bank now, since Out of [email protected]

Beautiful painting by Fanshawe Student holds pride of place in D2018

Local 110 recently commissioned a painting from a talented Fanshawe College Third Year Fine Arts student named Rochelle Mills. There was a large space available on the wall just inside the door of D2018. After being contacted, Rochelle promptly came by, measured the space, and disappeared for a few weeks. We were delighted when Rochelle returned with “Apulia,” which was created using gel medium and ink on canvas. It measures a substantial 122cm x 183 cm. The colours are intense. The painting is beautiful. Everyone who looks at it sees something for themselves. We are absolutely delighted, and pleased to have an early piece by a talented artist. Please drop by and see it for yourself.  Apulia by Rochelle Mills, 2012

the Educator

6 the Educator Chief Steward’s Report by Darren Chapman Are Values Just Words?

accountability, caring, humour/fun, so that the issues of our members and the positive attitude, integrity, balance and community are addressed. There have fairness. What we collectively believe we been some improvements in relations have (and remember, perception is the between management and the local, but reality) is bureaucracy, student success, not enough. Some managers have been community engagement, cost reduction, receptive, but we have also experienced control, hierarchy, silo mentality, student- deliberate pushback. focused, health and safety, and confusion. Over the past two years the union local What we desire as a group are has made a conscious effort to be accountability, employee and community professional with management at engagement, open communication, Fanshawe, and smart in our approach to student-focus, collaboration, respect, grievances and arbitrations. While our new adaptability, integrity, transparency, trust, approach is respectful, I remain unsure that caring and leadership. it is effective. The College’s preference is to Are values just words? On the basis of that survey, in late forego Step 1 and Step 2 meetings, where th On September 28 President Rundle October, President Rundle invited a cross- open dialogue is used in hopes of finding released the results of the Values Survey, section of employees to take part in a one- common ground and settlements. Instead, which was conducted in June 2012. It’s not day values workshop. Darryl Bedford, who management prefers formal legal a flattering result for the College by any attended, reports that a draft core and proceedings, which are incredibly means—in fact, it’s a confirmation that the aspirational values document will be expensive for each party. Remember, personal values we hold as individuals are released to employees. Employees will be college costs are funded by students and not associated with the values the College asked whether the draft reflects their taxpayers. embodies. It is therefore no surprise there values. The process has begun. This approach to labour relations is is tension, mistrust, control and bullying in The bottom line is that change needs to evidence of the bureaucratic, controlling, parts of the college. On first glance the come, and should come. Fanshawe College hierarchical and silo mentality that email sent to employees regarding the is not a happy or respectful place of employees identified in the values survey. survey results does not cause concern; employment right now. There is literally no Sometimes I’m convinced that my however, when viewed with a critical eye, it correlation between what we value as headaches are not migraines, but are is revealing and shocking. A week ago your individuals and what presently exists in the caused by my hitting my head against the union officers discussed the results—and workplace. In other words, we desire wall! here’s what we noticed. something that simply does not exist. What With all due respect to our senior First, it was reported that over 500 we have is a controlling and hierarchical administration, perhaps they are stuck in responses were received, or about 20% of environment when what we desire is a labour relations practice from years ago. College employees. There are about 1200- healthy workplace. This is not hyperbole— Modern labour practices recognize there 1300 full and part-time faculty (~50%), 700- it is fact, based on what the College’s value are alternatives to dealing with issues other 800 support staff (~30%) and about 400- survey revealed and what our everyday than through conflict—it’s just sound 500 managers/administration (~20%). The experiences and anecdotal evidence tell us. business practice. results suggest that employees are Fanshawe: we have a problem. Perhaps this “values” process will aligned—in other words, values of faculty This is not a healthy institution. present an opportunity for change and real are consistent with other employee groups. Whether we fix this problem together, or dialogue, but I’m not holding my breath— The outcome of that values survey we mask it with a Band-Aid remains to be because in the end, values are just words, demonstrated that the highest rated values seen. not actions.  for individuals were honesty, respect, I believe that a modern professional union should be responsible and respectful [email protected]

the Educator

7 the Educator Profile by Paul Evans Meet Mike Boisvert: 2nd Vice President of Local 110

Mike Boisvert, a two-year steward of inspections for the Joint Health and Local 110, was elected Second Vice Safety Committee. In 2010 he became a President at the General Membership Union Steward representing Language Meeting in April 2012. We’d like to and Liberal Studies. As 2nd Vice-President introduce him to our members. of Local 110, he believes that he can use In 2006, Mike received his PhD in his research skills to help Local 110 and Psychology from Western University. He his fellow members. discovered during his grad school days Mike’s duties as 2nd Vice-President that he loved to teach; after he was are varied. He is helping Jennifer Boswell done, he looked for a position that had a revamp the newsletter, the Educator. focus on teaching. He received two offers Also, he is pitching in on upon graduation: one at Fanshawe and communications. In addition to this, he is one at Franklin and Marshall, a Liberal doing research on online learning and freak. He has, by far, the cleanest desk in Arts College in Lanchester, Pennsylvania. getting background on issues that might the department (do you detect any He accepted the Fanshawe offer for the come up in the next bargaining round, sarcasm here?) He says he likes to have fall term of 2006. such as academic freedom. everything at his fingertips (and, it seems, Since coming to Fanshawe, Mike has Mike says that the biggest challenge up to his ankles too). taught twelve different psychology facing members is to get a good Mike’s interests outside of the college courses. Lately, he has been teaching collective agreement in the next include cycling and hiking. He likes to introductory psychology courses for the bargaining round, in this “age of garden all year round and build Human Services Department, though he austerity.” Another pressing issue is that greenhouses. He claims that he is is located in the School of Language and of academic freedom, particularly now basically a boring guy. But kidding aside, Liberal Studies. He teaches nursing and when we’re seeing explosive growth in all his coworkers and friends know that police foundation students. Also, he online learning. The rights and Mike is first and foremost, a person teaches a General Education course on protections faculty have over their devoted to his family. time perception (more on that later). academic product is of vital importance. For those who are interested, his PhD Mike first became involved in the As his colleagues in Language and is on bumblebee time perception. It is union in 2008 when he started zone Liberal Arts know, Mike is a bit of a ‘neat’ not a bestseller as yet. „

Mike was snapped by lurking paparazzi when escorting Justin Bieber and Selena Gomez on a whale- watching trip in Quebec.

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8 the Educator

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9 the Educator Organization Charts, Past and Present Earlier this year the Ontario provincial Managers. College Committee meeting. VP Hull government instituted a wage freeze There was no notice or explanation explained that the changes were a for all public sector employees. They provided for these changes. Given cur- cleanup of titles to match the existing enacted legislation to ensure this hap- rent economic and political pressures, pay grids. She also asserted that there pened. the optics of these title enhancements were no wage increases, now or in the This made bargaining difficult. are terrible. future, planned as a result of these title However, your CAAT-A bargaining Local 109 President Wil Sorrell and changes. team was able to reach a settlement Local 110 President Darryl Bedford Local 109 asked the College for a with the colleges. Faculty, librarians requested an urgent meeting with copy of the management pay grid and counsellors were very reasonable President Howard Rundle on Friday, (minus individual identifying informa- throughout the bargaining process. November 16 to ask for explanations tion) so that the public and the college The negotiated collective agreement for the changes. Also in question was community could confirm that freezes that members accepted included a two why the changes had been made with- were still in effect. A response from the -year wage freeze. out notice or announcement. employer is pending. On October 26th, 2012, Fanshawe The meeting request was referred Your locals believe in accountability College posted a revised organiza- to VP Bernice Hull. The meeting has and transparency. That is why we have tional chart to the MyFanshawe portal not been scheduled. raised the issue with management and (see opposite page). From January to The presidents of the two locals asked the Board to follow through on October 2012, nearly half of the man- then wrote to the members of the their fiduciary responsibilities.„ agement titles under VPs Bernice Hull Board of Governors to ask why these It is imperative that the College use and Cathie Auger have been changes were made during a period of its 11 million dollar operating surplus and changed—and improved. For example, restraint and wage freezes. savings from the freeze to deliver quality Directors have become Executive Di- On Monday, November 19th Local education to students.  rectors; Managers have become Senior 109 had a regularly scheduled Union/

Around the College—Doing What We Do Best!

The students were quiet, obedient, and quickly seated. It must be test time! Leslie Martin delivers a test to her students. She teaches health and pharmacology courses in the Developmental Services Worker Program. Leslie has been at the college for 30 years.

John Henderson in the spotlight. The writing’s on the wall, John—and on your forehead, neck, torso… John is a faculty member in the School of Language and Liberal Studies and teaches WRIT and COMM. the Educator

10 the Educator John Conley Introducing the Hardship Committee

meeting. It consists of John Conley (chair), section of the Local Budget to be approved by the General Membership. David Dwyer, Leslie Martin and Mary Ann 3.2 Since the Contingency Fund is invested Smith with one outstanding seat for an in longer-term instruments, in practice alternate being available at this time. the cheque would be written from the Recently the committee convened to Local’s operating account. The provide some interim funds for a member transaction would be shown in the OPSEU Local 110 created a Hardship who had a devastating home fire. books as a pending transfer from the Contingency Fund back to the Committee in the General membership This committee, along with others Operating Fund. meeting last April to deal with financial formed by the Union, show the compassion assistance for its Members in crisis. and true caring your Local has for its 3.3 It is up to the General Membership to determine the amount allocated for The Hardship Committee was formed individual Members. the Hardship Committee’s use. to make emergency funds available to OPSEU Local 110 Hardship Procedures Unused amounts are carried over to Local Members who have experienced 1. Purpose the next budget year unless directed adversity due in part to acts of nature, otherwise by the General 1.1 To provide financial assistance for disability, death or loss of employment. Membership. members in good standing who find They no longer have to wait for a General 4. Access to Funds themselves in dire circumstances. Membership meeting to approve financial 4.1 The Committee members are aid. 1.2 These procedures do not apply during a responsible for establishing and The Hardship Committee will make strike. A separate Strike Hardship amending the criteria for access to Committee is established in the event recommendations to the Local for the hardship funds. The criteria must then of a strike. dispersal of funds to members who are be approved by the LEC (Local Stewards) prior to the consideration of experiencing unexpected financial difficulty 2. Local Hardship Committee any applications. due to crisis. 2.1 The Local Hardship Committee shall When the Local receives information of consist of four members to be elected 4.2 Decisions made by the committee at the same time as the elections for shall be by majority. If required, the a crisis through an alert or member Local Officers (every 2 years). Two of Local President can make a decision in application, the committee convenes to the members should be stewards the event of a tie. The Committee examine the situation. (from different schools/departments) shall inform the Local Officers and the The requirements for dispersal of funds and two members shall not be Applicant of their decision in writing. are relatively simple: stewards or trustees. An alternate Only the Local Treasurer and one steward and an alternate non-steward other signing officer (President or First a) verbal communication with the will also elected. Vice President) are able to disburse Member experiencing crisis, when the funds. possible; or 2.2 Confidentiality of member information will be maintained at all times during 4.3 No decision by the Committee shall b) application by the Member. the process. Information and records result in the Hardship budget line The application can be a simple email are stored in the Local Office with being exceeded. Where funds are stating reasons for hardship. No dollar members of the Hardship Committee insufficient, requests for funds must amount is required. The committee can and the Local Officers having access to be made to the LEC and/or General request a Member application. the information. The applicant may Membership as required by OPSEU give permission for information to be policy. The award is a grant and not a loan. shared with others or allow inquiries to 5. Member Access to Hardship There are guidelines and caps for available be made (e.g. the Joint Insurance funds. It is the intention that the Committee) where it may assist the 5.1 Access to hardship funds will be committee can react much faster than application. through an application or seeking General Membership approval to recommendation process. Written 3. Source of Funds applications or recommendations will help relieve the pain of the emergency 3.1 The Contingency Fund will be used as be reviewed by the Local Hardship financial difficulty. the source for hardship funds. A Committee to determine eligibility for This new committee was elected by budget line for Hardship will be the April 2012 General Membership included under the Contingency Fund (Continued on page 11) the Educator

11 the Educator Your Workload by Abe Kelledjian, Union Co-Chair of WMG Introduction to Workload Monitoring Group

My name is Abe Kelledjian, union co-chair their SWF’s prior to signing them. Here are of the Workload Monitoring Group (WMG). some key points to consider when it’s time In this article I’ll talk about issues that have to sign and agree to your workload: recently come up at the WMG. Take the time and read Article 11 in the Workload Monitoring Group is a joint Collective Agreement. This is the article union-management committee whose which deals directly with our workload. It is duties are laid out in Article 11 of the the largest article in the collective A 100% RA factor amounts to 2.7 Collective Agreement,. The union side of agreement, and it has a direct bearing on minutes per week per student if you have 3 the WMG reviews all SWFs in the college, your workload term to term, obviously! teaching contact hours. Per teaching every term, and both sides monitor and Double check the course Evaluation contact hour, it’s only 0.9 minutes per deal with workload concerns as they occur. Factors on your SWF. We have received week. One important task that the group does reports that some schools have changed IP – In Process – used for grading within together is solving workload referrals. this factor without advising Faculty. the teaching contact hour. Note however At the start of this academic year, Compare your Evaluation Factor on that if the student is graded in class, but September 4, 2012, Management at our your SWF with the Method of Evaluation in there is a take-away component where a college initiated an 80% reduction in your CIS’s. If they don’t match, bring it up form is filled out and uploaded to FOL at a complementary hours for all three during your discussion with your Chair. later date, this method of evaluation is no members currently serving on the Here’s a refresher on Evaluation Factors: longer IP but RA. A true in-process Workload Monitoring Group. This EP – Essay/Project – used for grading evaluation would be tasting a cake and reduction of complementary hours was a essays, essay type assignments or tests, judging it immediately ‘acceptable,’ or a unilateral decision by Management projects, or student performance based on checklist on a clipboard that can be without consultation with the Union. This is behavioural assessments compiled by the immediately checked off to evaluate of particular concern since the WMG is a teacher outside teaching contact hours. student work. joint union-management committee. A 100% EP factor amounts to 5.4 A 100% IP factor equals 1.5 minutes per Unfortunately, Fanshawe College minutes of marking per student, per week, week per student for 3 teaching contact management has a recent history of if your course is offered 3 hours a week. hours, or just 0.5 minutes per week per unilateral decisions involving joint This amounts to 1.8 minutes per student, teaching hour. That’s 30 seconds to committees – the Joint Health and Safety per teaching contact hour, per week for evaluate, or give a mark! Committee being another. The members evaluation. Not much time! And this is the Atypical —You should know that if your of WMG are currently in the process of highest evaluation factor. course or its evaluation does not fit easily referring their workloads to an arbitrator as RA – Routine or Assisted – used for into these evaluation descriptions or Management refuses to negotiate with the grading by the teacher outside teaching anywhere else in Article 11, Workload, Committee an acceptable allowance of contact hours of short answer tests or other there is provision for a course to be judged time for the members of the Committee to evaluative tools where mechanical marking atypical, and additional hours of work will perform their duties. assistance or marking assistants are be attributed on an hour for hour basis. As a result, it is even more important provided (i.e. Scantron, Quizzes where the Should you have any questions or now for faculty to understand and review answer is the same, etc.). concerns regarding your workload, please contact your steward or a member of (Continued from page 10) the Committee. When a request does WMG.  not fall within the criteria for assistance the Committee will notify assistance under the stated criteria Darryl Bedford and the amount to be granted. the Applicant in writing. If the member qualifies for assistance the Committee [email protected] 5.2 Where it may be helpful in making a will next determine the amount to be Jennifer Boswell decision, receipts, invoices or proof given based on the need and budget. [email protected] of need should accompany the In making its decision the Committee Abe Kelledjian application. will take into consideration the type of [email protected] 5.3 Each request for assistance is hardship and the duration of the measured against the criteria set by hardship. 

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12

National Day of Remembrance and Action on Violence Against Women — December 6, 2012

Every day do something that inchwill you closer to a better tomorrow.

~

December 6 is the National Day of Remembrance and Action on Violence Against Women Firebaugh Doug in Canada. Established in 1991 by the Parliament of Canada, this day marks the anniversary of the murders in 1989 of 14 young women at l'École Polytechnique de Montréal. They died because they were women.

As well as commemorating the 14 young women whose lives ended in an act of gender- based violence that shocked the nation, December 6 represents an opportunity for Canadians to reflect on the phenomenon of violence against women in our society. It is also an opportunity to consider the women and girls for whom violence is a daily reality, and to remember those who have died as a result of gender-based violence. And finally, it is a day on which communities can consider concrete actions to eliminate all forms of violence

against women and girls.in Canada. ~directly from the Government of Canada Status of Women website, http://www.swc-cfc.gc.ca

Fanshawe College Remembrance Ceremony Alumni Lounge, Student Union Building 12 noon December 6, 2012 Speaker: Megan Walker, Executive Director of London Abused Women’s Centre All are welcome.

Experts in Student Success Since 1967