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Jane Burns - One of the best experts on this subject based on the ideXlab platform.

Lauren Brochu - One of the best experts on this subject based on the ideXlab platform.

Aarstad, Ingrid Skulstad - One of the best experts on this subject based on the ideXlab platform.

  • Generell anestesi versus regionalanestesi til pasienter med KOLS - en systematisk kunnskapsoppsummering
    University of Stavanger Norway, 2020
    Co-Authors: Karlsen, Åse Bergsvik, Aarstad, Ingrid Skulstad
    Abstract:

    Master's thesis in Nursing scienceSAMMENDRAG Bakgrunn: Ifølge Verdens Helseorganisasjon finnes det 251 millioner tilfeller av kronisk obstruktiv lungesykdom på verdensbasis. Disse pasientene har økt risiko for dødelighet, sykelighet og forlenget sykehusopphold i forbindelse med anestesi og kirurgi. Litteraturen strides om regionalanestesi er med på å redusere postoperative komplikasjoner og dødelighet hos pasienter med kronisk obstruktiv lungesykdom. Hensikt: Hensikten med denne studien var å oppsummere forskning for å undersøke hvilken anestesimetode som er egnet for pasienter med kronisk obstruktiv lungesykdom som skal gjennom kirurgi. Dette ble utført ved å sammenligne generell anestesi med regionalanestesi. Metode:I denne oppgaven utarbeidet vi en systematisk kunnskapsoppsummering. Systematiske litteratursøk ble gjennomført i samarbeid med spesialbibliotekar mellom mai 2019 til januar 2020. Litteratursøkene ble foretatt i databasene Cochrane Library, Embase, Medline og Cinahl. Vi utførte også usystematiske søk i Google Scholar. Vi endte opp med å inkludere ni artikler til analyse; seks retrospektive kohortstudier, én prospektiv kohortstudie og to randomiserte studier. Alle studiene ble kritisk vurdert med helsebibliotekets sjekklister samt STROBEs sjekkliste for kohortstudier og CONSORTs sjekkliste for randomiserte studier. Resultat: Ut ifra våre resultater fikk vi få signifikante funn. Likevel så vi en fordel ved bruk av regionalanestesi alene eller i kombinasjon med generell anestesi, sammenlignet med generell anestesi alene, når det gjelder postoperativ pneumoni, sykehusopphold og lungefunksjon. Konklusjon: Ved denne systematiske kunnskapsoppsummeringen fant vi lite signifikante funn, men likevel en fordel med regionalanestesi versus generell anestesi til pasienter med KOLS. Regionalanestesi bør vurderes til pasienter med KOLS, men det må tas individuelle hensyn ut ifra blant annet komorbiditet og type kirurgi. SUMMARY Background: According to the World Health Organization, there are 251 million cases of chronic obstructive pulmonary disease worldwide. These patients are at increased risk of mortality, morbidity and prolonged hospital stay associated with anesthesia and surgery. There is no consensus in the literature whether regional anesthesia reduce postoperative complications and mortality in patients with chronic obstructive pulmonary disease. Purpose: The purpose of this study was to summarize single studies to investigate which anesthesia is suitable for patients with chronic obstructive pulmonary disease going through surgery. This was carried out by comparing general versus regional anesthesia. Method: In this study we prepared a systematic review. Systematic literature searches were conducted in cooperation with a Professional Librarian between May 2019 to January 2020. The literature searches were carried out in the databases Cochrane Library, Embase, Medline and Cinahl. We also conducted unsystematic searches in Google Scholar. We ended up including nine articles for analysis; six retrospective cohort studies, one prospective cohort study and two randomised trials. All studies were critically assessed with the checklists from «Helsebiblioteket», as well as STROBEs checklist for cohort studies and CONSORTs checklist for randomized trials. Results: Based on our results, we saw few significant findings. Nevertheless, we saw an advantage in the use of regional anesthesia alone or in combination with general anesthesia, compared to general anesthesia alone. These results were on the outcomes postoperative pneumonia, hospital stay and lung function. Conclusion: In this systematic review we saw an advantage of regional anesthesia versus general anesthesia for patients with COPD. Regional anesthesia should be considered in patients with COPD, but individual considerations must be taken based on comorbidity and type of surgery

  • Generell anestesi versus regionalanestesi til pasienter med KOLS - en systematisk kunnskapsoppsummering
    University of Stavanger Norway, 2020
    Co-Authors: Karlsen, Åse Bergsvik, Aarstad, Ingrid Skulstad
    Abstract:

    SAMMENDRAG Bakgrunn: Ifølge Verdens Helseorganisasjon finnes det 251 millioner tilfeller av kronisk obstruktiv lungesykdom på verdensbasis. Disse pasientene har økt risiko for dødelighet, sykelighet og forlenget sykehusopphold i forbindelse med anestesi og kirurgi. Litteraturen strides om regionalanestesi er med på å redusere postoperative komplikasjoner og dødelighet hos pasienter med kronisk obstruktiv lungesykdom. Hensikt: Hensikten med denne studien var å oppsummere forskning for å undersøke hvilken anestesimetode som er egnet for pasienter med kronisk obstruktiv lungesykdom som skal gjennom kirurgi. Dette ble utført ved å sammenligne generell anestesi med regionalanestesi. Metode:I denne oppgaven utarbeidet vi en systematisk kunnskapsoppsummering. Systematiske litteratursøk ble gjennomført i samarbeid med spesialbibliotekar mellom mai 2019 til januar 2020. Litteratursøkene ble foretatt i databasene Cochrane Library, Embase, Medline og Cinahl. Vi utførte også usystematiske søk i Google Scholar. Vi endte opp med å inkludere ni artikler til analyse; seks retrospektive kohortstudier, én prospektiv kohortstudie og to randomiserte studier. Alle studiene ble kritisk vurdert med helsebibliotekets sjekklister samt STROBEs sjekkliste for kohortstudier og CONSORTs sjekkliste for randomiserte studier. Resultat: Ut ifra våre resultater fikk vi få signifikante funn. Likevel så vi en fordel ved bruk av regionalanestesi alene eller i kombinasjon med generell anestesi, sammenlignet med generell anestesi alene, når det gjelder postoperativ pneumoni, sykehusopphold og lungefunksjon. Konklusjon: Ved denne systematiske kunnskapsoppsummeringen fant vi lite signifikante funn, men likevel en fordel med regionalanestesi versus generell anestesi til pasienter med KOLS. Regionalanestesi bør vurderes til pasienter med KOLS, men det må tas individuelle hensyn ut ifra blant annet komorbiditet og type kirurgi. SUMMARY Background: According to the World Health Organization, there are 251 million cases of chronic obstructive pulmonary disease worldwide. These patients are at increased risk of mortality, morbidity and prolonged hospital stay associated with anesthesia and surgery. There is no consensus in the literature whether regional anesthesia reduce postoperative complications and mortality in patients with chronic obstructive pulmonary disease. Purpose: The purpose of this study was to summarize single studies to investigate which anesthesia is suitable for patients with chronic obstructive pulmonary disease going through surgery. This was carried out by comparing general versus regional anesthesia. Method: In this study we prepared a systematic review. Systematic literature searches were conducted in cooperation with a Professional Librarian between May 2019 to January 2020. The literature searches were carried out in the databases Cochrane Library, Embase, Medline and Cinahl. We also conducted unsystematic searches in Google Scholar. We ended up including nine articles for analysis; six retrospective cohort studies, one prospective cohort study and two randomised trials. All studies were critically assessed with the checklists from «Helsebiblioteket», as well as STROBEs checklist for cohort studies and CONSORTs checklist for randomized trials. Results: Based on our results, we saw few significant findings. Nevertheless, we saw an advantage in the use of regional anesthesia alone or in combination with general anesthesia, compared to general anesthesia alone. These results were on the outcomes postoperative pneumonia, hospital stay and lung function. Conclusion: In this systematic review we saw an advantage of regional anesthesia versus general anesthesia for patients with COPD. Regional anesthesia should be considered in patients with COPD, but individual considerations must be taken based on comorbidity and type of surgery

Karlsen, Åse Bergsvik - One of the best experts on this subject based on the ideXlab platform.

  • Generell anestesi versus regionalanestesi til pasienter med KOLS - en systematisk kunnskapsoppsummering
    University of Stavanger Norway, 2020
    Co-Authors: Karlsen, Åse Bergsvik, Aarstad, Ingrid Skulstad
    Abstract:

    Master's thesis in Nursing scienceSAMMENDRAG Bakgrunn: Ifølge Verdens Helseorganisasjon finnes det 251 millioner tilfeller av kronisk obstruktiv lungesykdom på verdensbasis. Disse pasientene har økt risiko for dødelighet, sykelighet og forlenget sykehusopphold i forbindelse med anestesi og kirurgi. Litteraturen strides om regionalanestesi er med på å redusere postoperative komplikasjoner og dødelighet hos pasienter med kronisk obstruktiv lungesykdom. Hensikt: Hensikten med denne studien var å oppsummere forskning for å undersøke hvilken anestesimetode som er egnet for pasienter med kronisk obstruktiv lungesykdom som skal gjennom kirurgi. Dette ble utført ved å sammenligne generell anestesi med regionalanestesi. Metode:I denne oppgaven utarbeidet vi en systematisk kunnskapsoppsummering. Systematiske litteratursøk ble gjennomført i samarbeid med spesialbibliotekar mellom mai 2019 til januar 2020. Litteratursøkene ble foretatt i databasene Cochrane Library, Embase, Medline og Cinahl. Vi utførte også usystematiske søk i Google Scholar. Vi endte opp med å inkludere ni artikler til analyse; seks retrospektive kohortstudier, én prospektiv kohortstudie og to randomiserte studier. Alle studiene ble kritisk vurdert med helsebibliotekets sjekklister samt STROBEs sjekkliste for kohortstudier og CONSORTs sjekkliste for randomiserte studier. Resultat: Ut ifra våre resultater fikk vi få signifikante funn. Likevel så vi en fordel ved bruk av regionalanestesi alene eller i kombinasjon med generell anestesi, sammenlignet med generell anestesi alene, når det gjelder postoperativ pneumoni, sykehusopphold og lungefunksjon. Konklusjon: Ved denne systematiske kunnskapsoppsummeringen fant vi lite signifikante funn, men likevel en fordel med regionalanestesi versus generell anestesi til pasienter med KOLS. Regionalanestesi bør vurderes til pasienter med KOLS, men det må tas individuelle hensyn ut ifra blant annet komorbiditet og type kirurgi. SUMMARY Background: According to the World Health Organization, there are 251 million cases of chronic obstructive pulmonary disease worldwide. These patients are at increased risk of mortality, morbidity and prolonged hospital stay associated with anesthesia and surgery. There is no consensus in the literature whether regional anesthesia reduce postoperative complications and mortality in patients with chronic obstructive pulmonary disease. Purpose: The purpose of this study was to summarize single studies to investigate which anesthesia is suitable for patients with chronic obstructive pulmonary disease going through surgery. This was carried out by comparing general versus regional anesthesia. Method: In this study we prepared a systematic review. Systematic literature searches were conducted in cooperation with a Professional Librarian between May 2019 to January 2020. The literature searches were carried out in the databases Cochrane Library, Embase, Medline and Cinahl. We also conducted unsystematic searches in Google Scholar. We ended up including nine articles for analysis; six retrospective cohort studies, one prospective cohort study and two randomised trials. All studies were critically assessed with the checklists from «Helsebiblioteket», as well as STROBEs checklist for cohort studies and CONSORTs checklist for randomized trials. Results: Based on our results, we saw few significant findings. Nevertheless, we saw an advantage in the use of regional anesthesia alone or in combination with general anesthesia, compared to general anesthesia alone. These results were on the outcomes postoperative pneumonia, hospital stay and lung function. Conclusion: In this systematic review we saw an advantage of regional anesthesia versus general anesthesia for patients with COPD. Regional anesthesia should be considered in patients with COPD, but individual considerations must be taken based on comorbidity and type of surgery

  • Generell anestesi versus regionalanestesi til pasienter med KOLS - en systematisk kunnskapsoppsummering
    University of Stavanger Norway, 2020
    Co-Authors: Karlsen, Åse Bergsvik, Aarstad, Ingrid Skulstad
    Abstract:

    SAMMENDRAG Bakgrunn: Ifølge Verdens Helseorganisasjon finnes det 251 millioner tilfeller av kronisk obstruktiv lungesykdom på verdensbasis. Disse pasientene har økt risiko for dødelighet, sykelighet og forlenget sykehusopphold i forbindelse med anestesi og kirurgi. Litteraturen strides om regionalanestesi er med på å redusere postoperative komplikasjoner og dødelighet hos pasienter med kronisk obstruktiv lungesykdom. Hensikt: Hensikten med denne studien var å oppsummere forskning for å undersøke hvilken anestesimetode som er egnet for pasienter med kronisk obstruktiv lungesykdom som skal gjennom kirurgi. Dette ble utført ved å sammenligne generell anestesi med regionalanestesi. Metode:I denne oppgaven utarbeidet vi en systematisk kunnskapsoppsummering. Systematiske litteratursøk ble gjennomført i samarbeid med spesialbibliotekar mellom mai 2019 til januar 2020. Litteratursøkene ble foretatt i databasene Cochrane Library, Embase, Medline og Cinahl. Vi utførte også usystematiske søk i Google Scholar. Vi endte opp med å inkludere ni artikler til analyse; seks retrospektive kohortstudier, én prospektiv kohortstudie og to randomiserte studier. Alle studiene ble kritisk vurdert med helsebibliotekets sjekklister samt STROBEs sjekkliste for kohortstudier og CONSORTs sjekkliste for randomiserte studier. Resultat: Ut ifra våre resultater fikk vi få signifikante funn. Likevel så vi en fordel ved bruk av regionalanestesi alene eller i kombinasjon med generell anestesi, sammenlignet med generell anestesi alene, når det gjelder postoperativ pneumoni, sykehusopphold og lungefunksjon. Konklusjon: Ved denne systematiske kunnskapsoppsummeringen fant vi lite signifikante funn, men likevel en fordel med regionalanestesi versus generell anestesi til pasienter med KOLS. Regionalanestesi bør vurderes til pasienter med KOLS, men det må tas individuelle hensyn ut ifra blant annet komorbiditet og type kirurgi. SUMMARY Background: According to the World Health Organization, there are 251 million cases of chronic obstructive pulmonary disease worldwide. These patients are at increased risk of mortality, morbidity and prolonged hospital stay associated with anesthesia and surgery. There is no consensus in the literature whether regional anesthesia reduce postoperative complications and mortality in patients with chronic obstructive pulmonary disease. Purpose: The purpose of this study was to summarize single studies to investigate which anesthesia is suitable for patients with chronic obstructive pulmonary disease going through surgery. This was carried out by comparing general versus regional anesthesia. Method: In this study we prepared a systematic review. Systematic literature searches were conducted in cooperation with a Professional Librarian between May 2019 to January 2020. The literature searches were carried out in the databases Cochrane Library, Embase, Medline and Cinahl. We also conducted unsystematic searches in Google Scholar. We ended up including nine articles for analysis; six retrospective cohort studies, one prospective cohort study and two randomised trials. All studies were critically assessed with the checklists from «Helsebiblioteket», as well as STROBEs checklist for cohort studies and CONSORTs checklist for randomized trials. Results: Based on our results, we saw few significant findings. Nevertheless, we saw an advantage in the use of regional anesthesia alone or in combination with general anesthesia, compared to general anesthesia alone. These results were on the outcomes postoperative pneumonia, hospital stay and lung function. Conclusion: In this systematic review we saw an advantage of regional anesthesia versus general anesthesia for patients with COPD. Regional anesthesia should be considered in patients with COPD, but individual considerations must be taken based on comorbidity and type of surgery

University Of Lethbridge - One of the best experts on this subject based on the ideXlab platform.

  • ULFA Faculty Handbook (July, 2016)
    University of Lethbridge ; University of Lethbridge Faculty Association, 2016
    Co-Authors: University Of Lethbridge
    Abstract:

    Collective agreement between the Governors of the University of Lethbridge and the University of Lethbridge Faculty Association.The University of Lethbridge Faculty Handbook July 1, 2016 Ratified June 16, 2016 Michael J. Mahon, Ph.D. President & Vice-Chancellor University of Lethbridge Andrea Amelinckx ULFA President University of Lethbridge Date Date Witness Witness Date Date Faculty Handbook TABLE OF CONTENTS 1. Interpretation of Handbook 3 2. Definitions 4 3. Amendments 6 4. Applications and Exclusions 7 5. Recognition 9 6. Communication and Information 11 7. Annual Meeting 13 8. Delegation 14 9. Personal Files 15 10. Courses Taught in Addition to Assigned Teaching Duties, including Summer Session Courses 17 11. Rights and Responsibilities 18 12. Criteria for Extension of Probation, Tenure, Promotion and Salary Increments for Faculty Members 24 13. Assignment of Duties of Members 26 14. Professional Librarians 29 15. Instructors and Academic Assistants 34 16. Termination of Appointment 42 17. Personnel Committees 43 18. Appointment of Faculty Members 49 19. Probation and Tenure for Faculty Members 52 20. Promotion of Faculty Members 55 21. Increments for Faculty Members/Professional Librarians 58 22. Grievance Procedure 63 23. Mediation 65 24. Appeals of Recommendations by STP Committee and Appeal Committees 66 25. Supervision and Discipline 71 26. Termination of Appointment for Financial Emergency or Due to Program Redundancy 78 27. Holidays 85 28. Vacations 86 29. Intellectual Property 87 30. Travel Fund and Expenses 91 31. Research Fund 92 32. Salary Schedules, Career Progress Increments, Merit Increments and Economic Benefits 93 33. Gradual Retirement & Reduced Load Status 95 34. Leaves of Absence 97 Schedule A Salary Schedules and Stipends 103 Schedule B Economic Benefits 105 Schedule C Negotiation and Impasse - Resolving Procedures 109 Schedule D Memorandum of Agreement: Grandfathering Clause for Probationary Appointements 112 Schedule E Copyright 113 Schedule F Professional Activities Report 115 Schedule G Memorandum of Understanding: Equity Working Group 116 Schedue H Memorandum of Understanding: Code of Conduct Board of Governors Faculty Representatives 117 Schedule I Memorandum of Understanding: Academic Career Implementation 119 Schedule J Memorandum of Understanding: Daycare 122 Schedule K Maternity and/or Parental Leave Benefit (Article 34.02) Examples 124 Schedule L Memorandum of Understanding: Categories of Documents 126 Schedule M Memorandum of Understanding: Implementation of Academic Assistant/Instructor Language 127 Schedule N Memorandum of Understanding: Employment Insurance (EI) Premium Reduction Rebate 128 Schedule O Memorandum of Understanding: In Tentative Resolution of Grievance Re. Lecturers 129 Schedule P Memorandum of Understanding: Implementation of Agreement to Delete 'Lecturer' as an Appointment Type 130 Schedule Q Memorandum of Understanding: Conflict of Interest and/or Commitment Declaration 131 Schedule R Memorandum of Understanding: Conclusion of Bargaining 2016 - Faculty Handbook 134 - 1 - Faculty Handbook PREAMBLE The Board of Governors of The University of Lethbridge and The University of Lethbridge Faculty Association recognize that the main purposes of the University are: to promote the disinterested pursuit of truth and advancement of knowledge. to promote the generation and transmission of knowledge with proper consideration given to the need for an educated citizenry. and to give appropriate consideration to society's needs for expert advice as well as pure and applied research. The common good of society depends upon the search for truth and its free exposition. Academic freedom in both teaching and research is essential to these purposes. Members are entitled to the freedom to carry out research and to publish the results, to the freedom to teach and discuss their subjects, and to the freedom from institutional censorship. Academic freedom carries with it the duty to use that freedom in a responsible way. OBJECTIVES The main objectives of this Faculty Handbook are the specification of principles and procedures that reflect procedural fairness for academic personnel decisions, the peaceful settlement of all disputes, misunderstandings and grievances, and the promotion of harmonious relations between the Board and the Association. The Board and the Association acknowledge • their joint responsibility for the reasonable and just execution of the terms of the Handbook, and • subject to the provisions of the Post-Secondary Learning Act and all applicable provincial and federal statutes, as amended from time to time, this Handbook is binding on the Association, the Academic Staff, and the Board. Toward that end, any invocation of Articles 1 or 22 regarding a Handbook procedure in progress shall stay the procedure pending a resolution of the interpretation or grievance. Any deadlines mentioned in this agreement may be varied by written mutual consent prior to the deadline, by the Board and the Association, and by the Member in cases where the deadline affects the Member concerned. - 2 - Faculty Handbook Article 1 1. Interpretati on of Handbook 1.01 Uncertainties or disagreements about the meaning of the Articles of this Handbook shall be referred to either the President of the University or the President of the Association. Only the President of the University or the President of the Association may choose to convene the Interpretation Committee as in Article 1.03. The Interpretation Committee shall resolve uncertainties or disagreements about the meaning of the Articles of this Handbook. 1.02 The Interpretation Committee shall consist of the President of the University and the President of the Association. 1.03 The Interpretation Committee shall meet within five (5) working days of the written request of either of its members. 1.04 Where the Interpretation Committee agrees upon an interpretation, it shall become a Schedule of this Handbook until it is incorporated by amendment of the Handbook pursuant to Article 3. 1.05 Where the Interpretation Committee cannot agree upon an interpretation within five (5) working days of the meeting of Article 1.03, each member shall set forth an interpretation in writing, and the two interpretations shall be submitted to an arbitrator jointly selected by them. If an Interpretation Committee cannot agree on the selection of an arbitrator within five (5) working days after the meeting of Article 1.03, the arbitrator shall be appointed by a Judge of the Alberta Court of Queen's Bench upon the Petition of either party. 1.06 The arbitrator shall meet only with both Presidents and only jointly, unless the Presidents agree otherwise in writing. Both Presidents shall make a reasonable effort to cooperate with the arbitrator's investigation. 1.07 The arbitrator shall first attempt to mediate the dispute. If the attempt to mediate fails, the arbitrator shall within twenty (20) working days of his/her appointment select without alteration either the Board's or the Association's interpretation. The arbitrator's decision shall be final and binding on the Board, the Association, and the Interpretation Committee. 1.08 The arbitrator's decision shall become a schedule of this Handbook, until it is incorporated by amendment of the Handbook pursuant to Article 3. 1.09 Any interpretation pursuant to Articles 1.04 or 1.07 shall be made known in writing by the President of the University to persons affected by it. 1.10 The costs of arbitration shall be shared by the Board and the Association. - 3 - Faculty Handbook Article 2 2. Definitions In this Handbook: 2.01 "Academic Assistant" shall mean a member of the academic staff holding an appointment with the rank of Academic Assistant. 2.02 "Academic Career" shall mean a period of thirty-five (35) cumulative years for Members who hold the rank of Professor or Professional Librarian IV, or twenty-five (25) cumulative years for Members who hold the rank of Associate Professor or Professional Librarian III, or ten (10) years for Members who hold the rank of Assistant Professor or Professional Librarian II. The maximum number of academic career years as defined here does not preclude an individual from spending more or fewer years as a Faculty Member/Professional Librarian. 2.03 "Association" shall mean The University of Lethbridge Faculty Association. 2.04 "Board" shall mean the Board of Governors of The University of Lethbridge. 2.05 "Dean" shall mean the Dean of a Faculty or a person authorized to act in that capacity. 2.06 "Dean/University Librarian" shall mean Dean if affecting the Members in a Faculty or University Librarian if affecting Professional Librarians, or Dean of the Faculty of Education if affecting the Members in the Curriculum Laboratory. 2.07 "Dean's Advisory Committee" shall mean the Dean and Department Chairs in the Faculty of Arts and Science. 2.08 "Department" shall mean an academic unit established by the Board under that designation. 2.09 "Department Chair" shall mean a person authorized to act in that capacity. 2.10 "Faculty" shall mean an academic unit established by the Board under that designation. 2.11 "Faculty Member" shall mean a member of the academic staff with the rank of Professor, Associate Professor, or Assistant Professor. 2.12 "Faculty Member(s)/Academic Assistant(s)" shall mean Faculty Member(s) or Academic Assistant(s). 2.13 "Faculty Member(s)/Professional Librarian(s)" shall mean Faculty Member(s) if affecting the Member(s) in a Faculty or Professional Librarian(s) if affecting the Professional Librarian(s). 2.14 "Handbook" shall mean the Faculty Handbook, including schedules thereto. The edition of the Handbook in effect is the one most recently ratified by the Board and the Association, including schedules thereto and any interpretations pursuant to Articles 1 or 22. 2.15 "Instructor" shall mean an employee of the academic staff holding an appointment with the rank of Instructor. 2.16 "Instructor/Academic Assistant" shall mean Instructor(s) or Academic Assistant(s). 2.17 "Member" shall mean an employee of the Board who is a Faculty Member, Professional Librarian or Instructor/Academic Assistant. 2.18 "Parties" shall mean the Board and the Association. 2.19 "Part Time" shall mean a Member who has been assigned duties but is not a Sessional Lecturer (Sessional Lecturers Handbook), a Member on Reduced Load Status (Article 33), nor a Member who has been assigned duties on a full load basis. 2.20 "Personal file" shall mean the file maintained by the Dean/University Librarian pertaining to a Member and which contains materials subject to Article 9 of this Handbook. 2.21 "President" shall mean the President of the University, or a person authorized to act in that capacity. - 4 - Faculty Handbook Article 2 2.22 "Procedural fairness" shall mean: 2.22.1 the duty to make a decision without a reasonable apprehension of bias or a conflict of interest. Prior familiarity with the facts of a case does not, by itself, constitute a reasonable apprehension of bias, nor do past friendly or unfriendly relationships. AND 2.22.2 the duty of an adjudicator to interpret and apply the Handbook, including criteria of Articles 12 and 14, in a reasonable manner. A disagreement with a decision or judgement does not, in itself, constitute a misinterpretation or misapplication of the Handbook, nor does it constitute an unreasonable interpretation or application of the Handbook. AND 2.22.3 the adjudicator or adjudicators shall, within reason, ensure that adequate evidence is presented or collected to meet the standard of proof appropriate to support the decision and shall give due consideration to such evidence. AND 2.22.4 the parties to the procedure have a right to know all the relevant evidence presented in the decision making process. AND 2.22.5 the parties to the procedure have an opportunity to respond to all relevant evidence presented in the decision making process. AND 2.22.6 the parties to the procedure have a reasonable opportunity to present their case to the adjudicator or adjudicators. 2.23 "Professional Librarian" shall mean a member of the academic staff holding an appointment in the University Library or in the Curriculum Laboratory of the Faculty of Education and holding an academic degree and a degree in Librarianship from an accredited library school or its equivalent. 2.24 "Professional Librarian(s)/Academic Assistant(s)" shall mean Professional Librarian(s) or Academic Assistant(s). 2.25 "Senior Academic Administrator" shall mean Deans and Associate Deans, University Librarian and Associate University Librarian, Vice-President (Academic) and Associate Vice-President (Academic), Vice-President (Research) and Associate Vice-President (Research), Vice-President (Administration) and Associate Vice-President (Finance & Administration) and President, or a person authorized to act in that capacity. 2.26 "Sessional Lecturer" shall mean a member of the Academic Staff appointed by the Dean of a Faculty or School to teach no more than one semester course in a designated semester. Normally, the Sessional Lecturer has full responsibility for the course, but on occasion a Sessional Lecturer will be a member appointed at a partial stipend to teach a defined portion of a course with corresponding teaching responsibilities. Terms and conditions for Sessional Lecturers are governed by the University of Lethbridge Sessional Lecturers Handbook. 2.27 "University" shall mean The University of Lethbridge. 2.28 "University Librarian" shall mean the University Librarian of the University or a person authorized to act in that capacity. 2.29 "Vice-President (Academic)" shall mean the Provost and Vice-President (Academic) of the University, or a person authorized to act in that capacity. - 5 - Faculty Handbook Article 3 3. Amendments 3.01 This Handbook shall be the only Faculty Handbook in effect. It shall continue in force, except as amended through mutual agreement between the parties. 3.02 Negotiation of amendments shall normally occur in the final year of this agreement according to the following schedule: 3.03 To consider the proposed amendments, each party shall designate a negotiating committee of three persons. The two committees shall meet to negotiate the proposed amendments. If the parties agree upon an amendment of this Handbook, the agreement shall include a specification of the date upon which the amendment takes effect, and the amendment shall thereafter become part of this Handbook. In the event that any provision of this Handbook is found by a court or tribunal of competent jurisdiction to be illegal or unenforceable, then such provision shall be severed from the Handbook as having no force or effect; but the remainder of the Handbook shall continue in full force and effect. In the event any such decision of a court or tribunal of competent jurisdiction is appealed, the operation of the provision in question shall be suspended pending the outcome of such appeal. September 15 to December 15 February 1 to April 30 - May 1 to June 30 - Preliminary meetings to review possible issues Negotiation by negotiating committees Action by both parties respecting negotiated amendments - 6 - Faculty Handbook Article 4 4. Applications and Exclusions 4.01 Except as provided in 4.02, the provisions of this Handbook shall apply to all Members. 4.02 Senior Academic Administrators 4.02.1 Subject to the Objectives Senior Academic Administrators shall execute the terms of this Handbook. When Senior Academic Administrators are acting as members of the academic staff, all terms of the Handbook shall apply to them except Articles 32, 21, 14.09, and Schedules A, B, C, and F. When Senior Academic Administrators who hold concurrent academic rank have ceased to hold a senior administrative appointment, all terms of the Handbook shall apply to them. 4.02.2 Where the application of an Article to a Senior Academic Administrator would require action by that administrator constituting or leading to a conflict of interest, the person who supervises that administrator shall act in his/her stead. Where the person in a conflict of interest is the President, the Vice-President (Academic) shall act instead. 4.03 An appointee who at the time of appointment in July 1967 was a member of the staff of the Lethbridge Junior College shall have his/her years of service at the College considered for all purposes as years of service at the University. 4.04 Retired Members 4.04.1 A retired Member who has been offered an academic appointment at the University must choose between entering into a post-retirement contract or becoming a member of the academic staff provided his/her duties are consistent with the requirements identified in Article 4.04.2. 4.04.2 Except for those with post-retirement contracts, an employee shall be designated as a member of the academic staff as specified in Article 2: Faculty Members, Professional Librarians, Instructors/Academic Assistants, provided that his/her regular duties to be assigned pursuant to Article 13 consist of any of the following: (a) teaching two or more full credit courses per year and scholarly research or academic administration or (b) if a significant component of his or her assigned workload consists of scholarly research or academic administration or Professional library services as specified in Article 14 or instructor/academic assistant duties as specified in Article 15 or (c) otherwise at the discretion of the Board after consultation with ULFA. 4.04.3 Members of the academic staff may have term positions, tenured or continuing positions, or reduced load positions (see Article 33); they may also be members of the administrative staff. 4.05 Those members of the academic staff who are also Senior Academic Administrators as specified in Article 2 shall be deemed inactive members of ULFA. Inactive members of the Association do not participate in the activities of the Association wherever such participation would be a conflict of interest, nor do they pay dues. 4.06 Those members of the academic staff who are nominated by GFC and elected by the academic staff to serve as members of the Board of Governors and those nominated by the Association to serve on the Board of Governors shall be deemed to be inactive members of the Association for the term specified in the Order in Council for their appointment to the Board or as long as such individuals serve on the Board. These Members shall also be excluded from serving on all personnel committees under Article 17 during the time they serve on the Board. - 7 - Faculty Handbook Article 4 4.07 In each contract year, the Board shall make available to the Association a sum equal to the Association dues (based on the academic portion of their salaries) for each of the inactive Members. For this purpose the mill rate shall be the average Association rate for the two preceding academic years. Such funds will be contributed as follows: one-half to Association Conference Travel and one-half to the Association Stabilization Fund. No amounts shall be assessed for Confederation of Alberta Faculty Associations (CAFA) or Canadian Association of University Teachers (CAUT) dues. Inactive Members of the Association are excluded from Association benefits only as stated in Article 4.02.1. 4.08 The Board contribution for inactive Members, as provided in Article 4.07, shall be paid in monthly instalments, in a manner similar to and with information as provided in Article 6.03 for Members. - 8 - Faculty Handbook Article 5 5. Recognition 5.01 The Board recognizes the Association as the exclusive bargaining agent for all Members, except as provided in Article 4.02.1. 5.02 The Board recognizes the desirability of providing office space to the Association and shall endeavour to do so in the context of space allocations designed to meet the needs of the University. 5.03 Deduction of Dues 5.03.1 The Board shall deduct from the monthly salaries of all active Members dues as assessed by the Association. Dues shall be remitted to the Association, the Confederation of Alberta Faculty Associations (CAFA) and Canadian Association of University Teachers (CAUT) by the last banking day of each month. Any adjustments shall be reconciled in the next month. 5.03.2 The Board shall inform the Association of the name of and the deductions made for each Member, and may provide CAUT or CAFA with the following information: Academic Rank Number of Members in each Academic Rank Total Amount Being Remitted for that Academic Rank. 5.04 Course Release Time For the purposes of this clause, a "year" is defined as any July 1 to June 30 period, and a "bargaining year" any July 1 to June 30 period where bargaining has commenced and is active in accordance with Article 3.02. Should such an active bargaining year extend beyond that July 1 to June 30 period in which bargaining has commenced, the bargaining year will be extended on a pro-rated basis to those regular semesters where bargaining remains active, for the purposes of determining the release time available during that bargaining year. 5.04.1 At no cost to the Association, the Association shall be entitled to the equivalent time in 3- credit hour courses (the single course release rate) in each regular semester on the following basis: (a) Five (5) single course release rates for ULFA Executive Committee or other ULFA Committee members in any year; (b) Two (2) additional single course release rates for ULFA Committee members in any bargaining year; (c) No more than one (1) such Member accorded release in any non-bargaining year shall be accorded more than two (2) single course release rates, and only at a rate of one (1) course release rate per regular semes

  • ULFA Faculty Handbook (July, 2015)
    University of Lethbridge ; University of Lethbridge Faculty Association, 2015
    Co-Authors: University Of Lethbridge
    Abstract:

    Collective agreement between the Governors of the University of Lethbridge and the University of Lethbridge Faculty Association.The University of Lethbridge Faculty Handbook July 1,2015 Ratified October 15, 2015 University of Lethbridge David Kaminski, Ph.D. ULFA President University of Lethbridge Date Date vksy_1*1-1 Date < c < < < ( < I < < < f < ( ( ( ( ( ( < < < ( < ( ( < ( ( c ( ( ( ( c < ( ( ( ( ( tFaculty Handbook TABLE OF CONTENTS 1. Interpretation of Handbook................................................................................................................................3 2. Definitions..........................................................................................................................................................4 3. Amendments.......................................................................................................................................................6 4. Applications and Exclusions.............................................................................................................................7 5. Recognition........................................................................................................................................................9 6. Communication and Information.....................................................................................................................10 7. Annual Meeting.................................................................................................................................................12 8. Delegation........................................................................................................................................................13 9. Personal Files...................................................................................................................................................14 10. Courses Taught in Addition to Assigned Teaching Duties, including Summer Session Courses....................16 11. Rights and Responsibilities................................................................................................................................17 12. Criteria for Extension of Probation, Tenure, Promotion and Salary Increments for Faculty Members............22 13. Assignment of Duties of Members....................................................................................................................24 14. Professional Librarians....................................................................................................................................27 15. Instructors and Academic Assistants................................................................................................................32 16. Termination of Appointment............................................................................................................................40 17. Personnel Committees.....................................................................................................................................41 18. Appointment of Faculty Members....................................................................................................................46 19. Probation and Tenure for Faculty Members......................................................................................................49 20. Promotion of Faculty Members........................................................................................................................52 21. Increments for Faculty Members/Professional Librarians................................................................................55 22. Grievance Procedure.........................................................................................................................................60 23. Mediation..........................................................................................................................................................62 24. Appeals.............................................................................................................................................................63 25. Supervision and Discipline..............................................................................................................................68 26. Termination of Appointment for Financial Emergency or Due to Program Redundancy................................75 27. Holidays............................................................................................................................................................82 28. Vacations..........................................................................................................................................................83 29. Intellectual Property.........................................................................................................................................84 30. Travel Fund and Expenses................................................................................................................................88 31. Research Fund..................................................................................................................................................89 32. Salary Schedules, Career Progress Increments, Merit Increments and Economic Benefits.............................90 33. Gradual Retirement & Reduced Load Status....................................................................................................92 34. Leaves of Absence............................................................................................................................................94 Schedule A Salary Schedules and Stipends..............................................................................................................101 Schedule B Economic Benefits...............................................................................................................................103 Schedule C Negotiation and Impasse - Resolving Procedures................................................................................107 Schedule D Memorandum of Agreement: Tuition Benefit Transition....................................................................110 Schedule E Copyright.............................................................................................................................................111 Schedule F Professional Activities Report..............................................................................................................113 Schedule G Memorandum of Agreement: Salary Structure Review.......................................................................114 Schedule H Memorandum of Agreement: Code of Conduct Board of Governors Faculty Representatives..........115 Schedule I Memorandum of Agreement: Academic Career Implementation........................................................117 Schedule J Memorandum of Agreement: Daycare.................................................................................................120 Schedule K Maternity and/or Parental Leave Benefit (Article 34.02) Examples....................................................122 Schedule L Memorandum of Agreement: Categories of Documents......................................................................124 Schedule M Implementation of Academic Assistant/Instructor Language..............................................................125 Schedule N Memorandum of Agreement: Employment Insurance Premium Reduction Rebate............................126 Schedule O Memorandum of Agreement: Study Leave Working Group................................... 127 Schedule P Memorandum of Agreement: 2014-2016 Economic Benefits Settlement............................................128 Schedule Q Memorandum of Agreement: Increase Course Relief..........................................................................130 Schedule R Memorandum of Agreement: Conclusion of Bargaining 2015............................................................131 - 1 -( f < < ( ( < ( I < ( ( ( < 1 < ( ( ( < ( ( < ( ( < ( ( < ( ( ( ( < ( ( ( < ( ( ( ( (Faculty Handbook PREAMBLE The Board of Governors of The University of Lethbridge and The University of Lethbridge Faculty Association recognize that the main purposes of the University are: to promote the disinterested pursuit of truth and advancement of knowledge. to promote the generation and transmission of knowledge with proper consideration given to the need for an educated citizenry. and to give appropriate consideration to society's needs for expert advice as well as pure and applied research. The common good of society depends upon the search for truth and its free exposition. Academic freedom in both teaching and research is essential to these purposes. Members are entitled to the freedom to carry out research and to publish the results, to the freedom to teach and discuss their subjects, and to the freedom from institutional censorship. Academic freedom carries with it the duty to use that freedom in a responsible way. OBJECTIVES The main objectives of this Faculty Handbook are the specification of principles and procedures for academic personnel decisions, the peaceful settlement of all disputes, misunderstandings and grievances, and the promotion of harmonious relations between the Board and the Association. The Board and the Association acknowledge • their joint responsibility for the reasonable and just execution of the terms of the Handbook, and • subject to the provisions of the Post-Secondary Learning Act and all applicable provincial and federal statutes, as amended from time to time, this Handbook is binding on the Association, the Academic Staff, and the Board. Toward that end, any invocation of Articles 1 or 22 regarding a Handbook procedure in progress shall stay the procedure pending a resolution of the interpretation or grievance. Any deadlines mentioned in this agreement may be varied by written mutual consent prior to the deadline, by the Board and the Association, and by the Member in cases where the deadline affects the Member concerned. -2-J Faculty Handbook Article 1 1. Interpretation of Handbook 1.01 Uncertainties or disagreements about the meaning of the Articles of this Handbook shall be referred to either the President of the University or the President of the Association. Only the President of the University or the President of the Association may choose to convene the Interpretation Committee as in Article 1.03. The Interpretation Committee shall resolve uncertainties or disagreements about the meaning of the Articles of this Handbook. 1.02 The Interpretation Committee shall consist of the President of the University and the President of the Association. 1.03 The Interpretation Committee shall meet within five (5) working days of the written request of either of its members. 1.04 Where the Interpretation Committee agrees upon an interpretation, it shall become a Schedule of this Handbook until it is incorporated by amendment of the Handbook pursuant to Article 3. 1.05 Where the Interpretation Committee cannot agree upon an interpretation within five (5) working days of the meeting of Article 1.03, each member shall set forth an interpretation in writing, and the two interpretations shall be submitted to an arbitrator jointly selected by them. If an Interpretation Committee cannot agree on the selection of an arbitrator within five (5) working days after the meeting of Article 1.03, the arbitrator shall be appointed by a Judge of the Alberta Court of Queen's Bench upon the Petition of either party. 1.06 The arbitrator shall meet only with both Presidents and only jointly, unless the Presidents agree otherwise in writing. Both Presidents shall make a reasonable effort to cooperate with the arbitrator's investigation. 1.07 The arbitrator shall first attempt to mediate the dispute. If the attempt to mediate fails, the arbitrator shall within twenty (20) working days of his/her appointment select without alteration either the Board’s or the Association’s interpretation. The arbitrator's decision shall be final and binding on the Board, the Association, and the Interpretation Committee. 1.08 The arbitrator's decision shall become a schedule of this Handbook, until it is incorporated by amendment of the Handbook pursuant to Article 3. 1.09 Any interpretation pursuant to Articles 1.04 or 1.07 shall be made known in writing by the President of the University to persons affected by it. 1.10 The costs of arbitration shall be shared by the Board and the Association. -3-< f f • f t f I < f < f I < < c < ( < ( < ( ( ( € ( ( < £ C ( ( ( ( ( ( ( ( ( ( ( (.Faculty Handbook Article 2 2. Definitions In this Handbook: 2.01 “Academic Assistant” shall mean a member of the academic staff holding an appointment with the rank of Academic Assistant. 2.02 “Academic Career” shall mean a period of thirty-five (35) cumulative years for Members who hold the rank of Professor or Professional Librarian IV, or twenty-five (25) cumulative years for Members who hold the rank of Associate Professor or Professional Librarian III, or ten (10) years for Members who hold the rank of Assistant Professor or Professional Librarian II. The maximum number of academic career years as defined here does not preclude an individual from spending more or fewer years as a Faculty Member/Professional Librarian. 2.03 “Association” shall mean The University of Lethbridge Faculty Association. 2.04 “Board” shall mean the Board of Governors of The University of Lethbridge. 2.05 “Dean” shall mean the Dean of a Faculty or a person authorized to act in that capacity. 2.06 “Dean/University Librarian” shall mean Dean if affecting the Members in a Faculty or University Librarian if affecting Professional Librarians, or Dean of the Faculty of Education if affecting the Members in the Curriculum Laboratory. 2.07 “Dean's Advisory Committee” shall mean the Dean and Department Chairs in the Faculty of Arts and Science. 2.08 “Department” shall mean an academic unit established by the Board under that designation. 2.09 “Department Chair” shall mean a person authorized to act in that capacity. 2.10 “Faculty” shall mean an academic unit established by the Board under that designation. 2.11 “Faculty Member” shall mean a member of the academic staff with the rank of Professor, Associate Professor, Assistant Professor or Lecturer. 2.12 “Faculty Member(s)/Academic Assistant(s)” shall mean Faculty Member(s) or Academic Assistant(s). 2.13 “Faculty Member(s)/Professional Librarian(s)” shall mean Faculty Member(s) if affecting the Member(s) in a Faculty or Professional Librarian(s) if affecting the Professional Librarian(s). 2.14 “Handbook” shall mean the Faculty Handbook, including schedules thereto. The edition of the Handbook in effect is the one most recently ratified by the Board and the Association, including schedules thereto and any interpretations pursuant to Articles 1 or 22. 2.15 “Instructor” shall mean an employee of the academic staff holding an appointment with the rank of Instructor. 2.16 “Instructor/Academic Assistant” shall mean Instructor(s) or Academic Assistant(s). 2.17 “Member” shall mean an employee of the Board who is a Faculty Member, Professional Librarian or Instructor/Academic Assistant. 2.18 “Parties” shall mean the Board and the Association. 2.19 “Part Time” shall mean a Member who has been assigned duties but is not a Sessional Lecturer (Sessional Lecturers Handbook), a Member on Reduced Load Status (Article 33), nor a Member who has been assigned duties on a full load basis. 2.20 “Personal file” shall mean the file maintained by the Dean/University Librarian pertaining to a Member and which contains materials subject to Article 9 of this Handbook. 2.21 “President” shall mean the President of the University, or a person authorized to act in that capacity. -4-Faculty Handbook Article 2 2.22 “Procedural fairness” shall, in any Article of the Handbook in which the duty to act with procedural fairness is expressly declared, mean: 2.22.1 the duty to make a decision without a reasonable apprehension of bias or a conflict of interest. Prior familiarity with the facts of a case does not, by itself, constitute a reasonable apprehension of bias, nor do past friendly or unfriendly relationships. AND 2.22.2 the duty of an adjudicator to interpret and apply the Handbook, including criteria of Articles 12 and 14, in a reasonable manner. A disagreement with a decision or judgement does not, in itself, constitute a misinterpretation or misapplication of the Handbook, nor does it constitute an unreasonable interpretation or application of the Handbook. AND 2.22.3 the adjudicator or adjudicators shall, within reason, ensure that adequate evidence is presented or collected to meet the standard of proof appropriate to support the decision and shall give due consideration to such evidence. AND 2.22.4 the parties to the procedure have a right to know all the relevant evidence presented in the decision making process. AND 2.22.5 the parties to the procedure have an opportunity to respond to all relevant evidence presented in the decision making process. AND 2.22.6 the parties to the procedure have a reasonable opportunity to present their case to the adjudicator or adjudicators. 2.23 “Professional Librarian” shall mean a member of the academic staff holding an appointment in the University Library or in the Curriculum Laboratory of the Faculty of Education and holding an academic degree and a degree in Librarianship from an accredited library school or its equivalent. 2.24 “Professional Librarian(s)/Academic Assistant(s)” shall mean Professional Librarian(s) or Academic Assistant(s). 2.25 “Senior Academic Administrator” shall mean Deans and Associate Deans, University Librarian and Associate University Librarian, Vice-President (Academic) and Associate Vice-President (Academic), Vice-President (Research) and Associate Vice-President (Research), Vice-President (Administration) and Associate Vice-President (Finance & Administration) and President, or a person authorized to act in that capacity. 2.26 “Sessional Lecturer” shall mean a member of the Academic Staff appointed by the Dean of a Faculty or School to teach no more than one semester course in a designated semester. Normally, the Sessional Lecturer has full responsibility for the course, but on occasion a Sessional Lecturer will be a member appointed at a partial stipend to teach a defined portion of a course with corresponding teaching responsibilities. Terms and conditions for Sessional Lecturers are governed by the University of Lethbridge Sessional Lecturers Handbook. 2.27 “University” shall mean The University of Lethbridge. 2.28 “University Librarian” shall mean the University Librarian of the University or a person authorized to act in that capacity. 2.29 “Vice-President (Academic)” shall mean the Provost and Vice-President (Academic) of the University, or a person authorized to act in that capacity. -5-Faculty Handbook Article 3 3. Amendments 3.01 This Handbook shall be the only Faculty Handbook in effect. It shall continue in force, except as amended through mutual agreement between the parties. 3.02 Unless the two parties agree not to do so, negotiation of amendments shall normally occur each year according to the following schedule: September 15 to October 15 - March 1 to April 15 - April 16 to May 31 - A preliminary meeting to review possible issues Negotiation by negotiating committees Action by both parties respecting negotiated amendments 3.03 To consider the proposed amendments, each party shall designate a negotiating committee of three persons. The two committees shall meet to negotiate the proposed amendments. If the parties agree upon an amendment of this Handbook, the agreement shall include a specification of the date upon which the amendment takes effect, and the amendment shall thereafter become part of this Handbook. In the event that any provision of this Handbook is found by a court or tribunal of competent jurisdiction to be illegal or unenforceable, then such provision shall be severed from the Handbook as having no force or effect; but the remainder of the Handbook shall continue in full force and effect. In the event any such decision of a court or tribunal of competent jurisdiction is appealed, the operation of the provision in question shall be suspended pending the outcome of such appeal.c r i • < < f < r < f t < < € C ( < ( I ( < ( ( ( < c c ( ( ( ( ( ( t I ( ( c ( cFaculty Handbook Article 4 4. Applications and Exclusions 4.01 Except as provided in 4.02, the provisions of this Handbook shall apply to all Members. 4.02 Senior Academic Administrators 4.02.1 Subject to the Objectives Senior Academic Administrators shall execute the terms of this Handbook. When Senior Academic Administrators are acting as members of the academic staff, all terms of the Handbook shall apply to them except Articles 32, 21, 14.09, and Schedules A, B, C, and F. When Senior Academic Administrators who hold concurrent academic rank have ceased to hold a senior administrative appointment, all terms of the Handbook shall apply to them. 4.02.2 Where the application of an Article to a Senior Academic Administrator would require action by that administrator constituting or leading to a conflict of interest, the person who supervises that administrator shall act in his/her stead. Where the person in a conflict of interest is the President, the Vice-President (Academic) shall act instead. 4.03 An appointee who at the time of appointment in July 1967 was a member of the staff of the Lethbridge Junior College shall have hi

  • ULFA Faculty Handbook (July, 2014)
    University of Lethbridge ; University of Lethbridge Faculty Association, 2014
    Co-Authors: University Of Lethbridge
    Abstract:

    Collective agreement between the Governors of the University of Lethbridge and the University of Lethbridge Faculty Association.The University of Lethbridge Faculty Handbook Effective July 1, 2014 Ratified September 23, 2014 Michael J. Mahon, Ph.D. President & Vice-Chancellor University of Lethbridge Date Witness University of Lethbridge Date Date Ootfabor- H, Date Faculty Handbook TABLE OF CONTENTS 1. Interpretation of Handbook 2. Definitions 3. Amendments 4. Applications and Exclusions 5. Recognition 6. Communication and Information 7. Annual Meeting 8. Delegation 9. Personal Files 10. Courses Taught in Addition to Assigned Teaching Duties, including Summer Session Courses 11. Rights and Responsibilities 12. Criteria For Extension of Probation, Tenure, Promotion and Salary Increments for Faculty Members 13. Assignment of Duties of Members 14. Professional Librarians 15. Instructors and Academic Assistants 16. Termination of Appointment 17. Personnel Committees 18. Appointment of Facuity Members 19. Probation and Tenure for Faculty Members 20. Promotion of Faculty Members 21. Increments for Faculty Members/Professional Librarians 22. Grievance Procedure 23. Mediation 24. Appeals 25. Supervision and Discipline 26. Termination of Appointment for Financial Emergency or Due to Program Redundancy 27. Holidays 28. Vacations 29. Intellectual Property 30. Travel Fund and Expenses 31. Research 32. Salary Schedules, Career Progress Increments, Merit Increments and Economic Benefits 33. Gradual Retirement and Reduced Load Status 34. Leaves of Absence Schedule A. Salary Schedules and Stipends Schedule B. Economic Benefits Schedule C. Negotiation and Impasse - Resolving Procedures Schedule D. Memorandum of Agreement: Tuition Benefit Transition Schedule E. Copyright Schedule F. Professional Activities Report Schedule G. Memorandum of Agreement: Salary Structure Review Schedule H. Memorandum of Agreement: Code of Conduct Board of Governors Faculty Representatives Schedule I. Memorandum of Agreement: Academic Career Implementation Schedule J. Memorandum of Agreement: Daycare Schedule K. Maternity and/or Parental Leave Benefit (Article 34.02) Examples Schedule L. Memorandum of Agreement: Categories of Documents Schedule M. Implementation of Academic Assistant/Instructor Language Schedule N. Memorandum of Agreement: Employment Insurance Premium Reduction Rebate Schedule O. Memorandum of Agreement: Study Leave Working Group Schedule P. Memorandum of Agreement: 2014-2016 Economic Benefits SettlementFaculty Handbook PREAMBLE The Board of Governors of The University of Lethbridge and The University of Lethbridge Faculty Association recognize that the main purposes of the University are: to promote the disinterested pursuit of truth and advancement of knowledge. to promote the generation and transmission of knowledge with proper consideration given to the need for an educated citizenry. and to give appropriate consideration to society's needs for expert advice as well as pure and applied research. The common good of society depends upon the search for truth and its free exposition. Academic freedom in both teaching and research is essential to these purposes. Members are entitled to the freedom to carry out research and to publish the results, to the freedom to teach and discuss their subjects, and to the freedom from institutional censorship. Academic freedom carries with it the duty to use that freedom in a responsible way. OBJECTIVES The main objectives of this Faculty Handbook are the specification of principles and procedures for academic personnel decisions, the peaceful settlement of all disputes, misunderstandings and grievances, and the promotion of harmonious relations between the Board and the Association. The Board and the Association acknowledge • their joint responsibility for the reasonable and just execution of the terms of the Handbook, and • subject to the provisions of the Post-Secondary Learning Act and all applicable provincial and federal statutes, as amended from time to time, this Handbook is binding on the Association, the Academic Staff, and the Board. Toward that end, any invocation of Articles 1 or 22 regarding a Handbook procedure in progress shall stay the procedure pending a resolution of the interpretation or grievance. Any deadlines mentioned in this agreement may be varied by written mutual consent prior to the deadline, by the Board and the Association, and by the Member in cases where the deadline affects the Member concerned.Faculty Handbook Article 1 1. Interpretation of Handbook 1.01 Uncertainties or disagreements about the meaning of the Articles of this Handbook shall be referred to either the President of the University or the President of the Association. Only the President of the University or the President of the Association may choose to convene the Interpretation Committee as in 1.03. The Interpretation Committee shall resolve uncertainties or disagreements about the meaning of the Articles of this Handbook. 1.02 The Interpretation Committee shall consist of the President of the University and the President of the Association. 1.03 The Interpretation Committee shall meet within five (5) working days of the written request of either of its members. 1.04 Where the Interpretation Committee agrees upon an interpretation, it shall become a Schedule of this Handbook until it is incorporated by amendment of the Handbook pursuant to Article 3. 1.05 Where the Interpretation Committee cannot agree upon an interpretation within five (5) working days of the meeting of 1.03, each member shall set forth an interpretation in writing, and the two interpretations shall be submitted to an arbitrator jointly selected by them. If an Interpretation Committee cannot agree on the selection of an arbitrator within five (5) working days after the meeting of 1.03, the arbitrator shall be appointed by a Judge of the Alberta Court of Queen's Bench upon the Petition of either party. 1.06 The arbitrator shall meet only with both Presidents and only jointly, unless the Presidents agree otherwise in writing. Both Presidents shall make a reasonable effort to cooperate with the arbitrator's investigation. 1.07 The arbitrator shall first attempt to mediate the dispute. If the attempt to mediate fails, the arbitrator shall within twenty (20) working days of his/her appointment select without alteration either the Board’s or the Association’s interpretation. The arbitrator's decision shall be final and binding on the Board, the Association, and the Interpretation Committee. 1.08 The arbitrator's decision shall become a schedule of this Handbook, until it is incorporated by amendment of the Handbook pursuant to Article 3. 1.09 Any interpretation pursuant to 1.04 or 1.07 shall be made known in writing by the President of the University to persons affected by it. 1.10 The costs of arbitration shall be shared by the Board and the Association.< < I < < ( < < ( ( ( ( I ( ( t ( ( c (Faculty Handbook Article 2 2. Definitions In this Handbook: 2.01 “Academic Assistant” shall mean a member of the academic staff holding an appointment with the rank of Academic Assistant. 2.02 “Academic Career” shall mean a period of thirty-five (35) cumulative years for Members who hold the rank of Professor or Professional Librarian IV, or twenty-five (25) cumulative years for Members who hold the rank of Associate Professor or Professional Librarian III, or ten (10) years for Members who hold the rank of Assistant Professor or Professional Librarian II. The maximum number of academic career years as defined here does not preclude an individual from spending more or fewer years as a Faculty Member/Professional Librarian. 2.03 “Association” shall mean The University of Lethbridge Faculty Association. 2.04 “Board” shall mean the Board of Governors of The University of Lethbridge. 2.05 “Dean” shall mean the Dean of a Faculty or a person authorized to act in that capacity. 2.06 “Dean/University Librarian” shall mean Dean if affecting the Members in a Faculty or University Librarian if affecting Professional Librarians, or Dean of the Faculty of Education if affecting the Members in the Curriculum Laboratory. 2.07 “Dean's Advisory Committee” shall mean the Dean and Department Chairs in the Faculty of Arts and Science. 2.08 “Department” shall mean an academic unit established by the Board under that designation. 2.09 “Department Chair” shall mean a person authorized to act in that capacity. 2.10 “Faculty” shall mean an academic unit established by the Board under that designation. 2.11 “Faculty Member” shall mean a member of the academic staff with the rank of Professor, Associate Professor, Assistant Professor or Lecturer. 2.12 “Faculty Member(s)/Academic Assistant(s)” shall mean Faculty Member(s) or Academic Assistant(s). 2.13 “Faculty Member(s)/Professional Librarian(s)” shall mean Faculty Member(s) if affecting the Member(s) in a Faculty or Professional Librarian(s) if affecting the Professional Librarian(s). 2.14 “Handbook” shall mean the Faculty Handbook, including schedules thereto. The edition of the Handbook in effect is the one most recently ratified by the Board and the Association, including schedules thereto and any interpretations pursuant to Article 1 or 22. 2.15 “Instructor” shall mean an employee of the academic staff holding an appointment with the rank of Instructor. 2.16 “Instructor/Academic Assistant” shall mean Instructor(s) or Academic Assistant(s). 2.17 “Member” shall mean an employee of the Board who is a Faculty Member, Professional Librarian or Instructor/Academic Assistant. 2.18 “Parties” shall mean the Board and the Association. 2.19 “Part Time” shall mean a Member who has been assigned duties but is not a Sessional Lecturer (Sessional Lecturers Handbook), a Member on Reduced Load Status (Article 33), nor a Member who has been assigned duties on a full load basis.Faculty Handbook Article 2 2.20 “Personal file” shall mean the file maintained by the Dean/University Librarian pertaining to a Member and which contains materials subject to Article 9 of this Handbook. 2.21 “President” shall mean the President of the University, or a person authorized to act in that capacity. 2.22 “Procedural fairness” shall, in any Article of the Handbook in which the duty to act with procedural fairness is expressly declared, mean: 2.22.1 the duty to make a decision without a reasonable apprehension of bias or a conflict of interest. Prior familiarity with the facts of a case does not, by itself, constitute a reasonable apprehension of bias, nor do past friendly or unfriendly relationships. AND 2.22.2 the duty of an adjudicator to interpret and apply the Handbook, including criteria of Article 12 and Article 14, in a reasonable manner. A disagreement with a decision or judgement does not, in itself, constitute a misinterpretation or misapplication of the Handbook, nor does it constitute an unreasonable interpretation or application of the Handbook. AND 2.22.3 the adjudicator or adjudicators shall, within reason, ensure that adequate evidence is presented or collected to meet the standard of proof appropriate to support the decision and shall give due consideration to such evidence. AND 2.22.4 the parties to the procedure have a right to know all the relevant evidence presented in the decision making process. AND 2.22.5 the parties to the procedure have an opportunity to respond to all relevant evidence presented in the decision making process. AND 2.22.6 the parties to the procedure have a reasonable opportunity to present their case to the adjudicator or adjudicators. 2.23 “Professional Librarian” shall mean a member of the academic staff holding appointment in the University Library or in the Curriculum Laboratory of the Faculty of Education and holding an academic degree and a degree in Librarianship from an accredited library school or its equivalent. 2.24 “Professional Librarian(s)/Academic Assistant(s)” shall mean Professional Librarian(s) or Academic Assistant(s). 2.25 “Senior Academic Administrator” shall mean Deans and Associate Deans, University Librarian and Associate University Librarian, Vice-President (Academic) and Associate Vice-President (Academic), Vice-President (Research) and Associate Vice-President (Research), Vice-President (Administration) and Associate Vice-President (Administration) and President, or a person authorized to act in that capacity. 2.26 “Sessional Lecturer” shall mean a member of the Academic Staff appointed by the Dean of a Faculty or School to teach no more than one semester course in a designated semester. Normally, the Sessional Lecturer has full responsibility for the course, but on occasion a Sessional Lecturer will be a member appointed at a partial stipend to teach a defined portion of a course with corresponding teaching responsibilities. Terms and conditions for Sessional Lecturers are governed by the University of Lethbridge Sessional Lecturers Handbook. 2.27 “University” shall mean The University of Lethbridge. 2.28 “University Librarian” shall mean the University Librarian of the University or a person authorized to act in that capacity. 2.29 “Vice-President (Academic)” shall mean the Vice-President (Academic) of the University, or a person authorized to act in that capacity.Faculty Handbook Article 3 3. Amendments 3.01 This Handbook shall be the only Faculty Handbook in effect. It shall continue in force, except as amended through mutual agreement between the parties. 3.02 Unless the two parties agree not to do so, negotiation of amendments shall normally occur each year according to the following schedule: September 15 to October 15 - A preliminary meeting to review possible issues March 1 to April 15 - Negotiation by negotiating committees April 16 to May 31 - Action by both parties respecting negotiated amendments 3.03 To consider the proposed amendments, each party shall designate a negotiating committee of three persons. The two committees shall meet to negotiate the proposed amendments. If the parties agree upon an amendment of this Handbook, the agreement shall include a specification of the date upon which the amendment takes effect, and the amendment shall thereafter become part of this Handbook. In the event that any provision of this Handbook is found by a court or tribunal of competent jurisdiction to be illegal or unenforceable, then such provision shall be severed from the Handbook as having no force or effect; but the remainder of the Handbook shall continue in full force and effect. In the event any such decision of a court or tribunal of competent jurisdiction is appealed, the operation of the provision in question shall be suspended pending the outcome of such appeal.Faculty Handbook Article 4 4. Applications and Exclusions 4.01 Except as provided in 4.02, the provisions of this Handbook shall apply to all Members. 4.02 (a) Subject to the Objectives senior academic administrators shall execute the terms of this Handbook. When senior academic administrators are acting as members of the academic staff, all terms of the Handbook shall apply to them except Articles 32, 21, 14.09, and Schedules A, B, C, and F. When senior academic administrators who hold concurrent academic rank have ceased to hold a senior administrative appointment, all terms of the Handbook shall apply to them. (b) Where the application of an Article to a senior academic administrator would require action by that administrator constituting or leading to a conflict of interest, the person who supervises that administrator shall act in his/her stead. Where the person in a conflict of interest is the President, the Vice-President (Academic) shall act instead. 4.03 An appointee who at the time of appointment in July 1967 was a member of the staff of the Lethbridge Junior College shall have his/her years of service at the College considered for all purposes as years of service at the University. 4.04 (a) A retired Faculty Member who has been offered an academic appointment at the University of Lethbridge must choose between entering into a post-retirement contract or becoming a member of the academic staff provided his/her duties are consistent with the requirements identified in Article 4.04(b). (b) Except for those with post-retirement contracts, an employee shall be designated as a member of the academic staff as specified in Article 2: Faculty Members, Professional Librarians, Instructors/Academic Assistants, provided that his/her regular duties to be assigned pursuant to Article 13 consist of any of the following: a) teaching two or more full credit courses per year and scholarly research or academic administration or b) if a significant component of his or her assigned workload consists of scholarly research or academic administration or Professional library services as specified in Article 14 or instructor/academic assistant duties as specified in Article 15 or c) otherwise at the discretion of the Board after consultation with ULFA. Members of the academic staff may have term positions, tenured or continuing positions, or reduced load positions (see Article 33); they may also be members of the administrative staff. 4.05 Those members of the academic staff who are also Senior Academic Administrators as specified in Article 2 shall be deemed inactive members of ULFA. Inactive members of the Association do not participate in the activities of the Association wherever such participation would be a conflict of interest, nor do they pay dues. 4.06 Those members of the academic staff who are nominated by GFC and elected by the academic staff to serve as members of the Board of Governors and those nominated by the Association to serve on the Board of Governors shall be deemed to be inactive members of the Association for the term specified in the Order in Council for their appointment to the Board or as long as such individuals serve on the Board. These Members shall also be excluded from serving on all personnel committees under Article 17 during the time they serve on the Board. 4.07 In each contract year, the Board shall make available to the Association a sum equal to the Association dues (based on the academic portion of their salaries) for each of the inactive Members. For this purpose the mill rate shall be the average Association rate for the two preceding academic years. Such funds will be contributed as follows: one-half to Association Conference Travel; one-half to the Association Stabilization Fund. No amounts shall be assessed for Confederation of Alberta Faculty Associations (CAFA) or Canadian Association of University Teachers (CAUT) dues. Inactive Members of the Association are excluded from Association benefits only as stated in Article 4.02(a).Faculty Handbook Article 4 4.08 The Board contribution for inactive Members, as provided in 4.07, shall be paid in monthly instalments, in a manner similar to and with information as provided in Article 6.03 for Members.Faculty Handbook Article 5 5. Recognition 5.01 The Board recognizes the Association as the exclusive bargaining agent for all Members, except as provided in 4.02 (a). 5.02 The Board recognizes the desirability of providing office space to the Association and shall endeavour to do so in the context of space allocations designed to meet the needs of the University. 5.03 Deduction of Dues 5.03.1 The Board shall deduct from the monthly salaries of all active Members dues as assessed by the Association. Dues shall be remitted to the Association, the Confederation of Alberta Faculty Associations (CAFA) and Canadian Association of University Teachers (CAUT) by the last banking day of each month. Any adjustments shall be reconciled in the next month. 5.03.2 The Board shall inform the Association of the name of and the deductions made for each Member, and may provide CAUT or CAFA with the following information: Academic Rank Number of Members in each Academic Rank Total Amount Being Remitted for that Academic Rank. 5.04 Members may, in writing to the Association explicitly stating their reasons, direct that their Association deductions be remitted by the Association instead to a charitable organization registered in Canada. Such deduction shall lapse if not reaffirmed yearly. 5.05 Course relief/release time 5.05.1 The President of the Association shall be entitled to course relief such that the Member will have teaching duties that are the equivalent of one 3-credit hour course in each regular semester at no cost to the Association. In the case of an Academic Assistant, every reasonable effort will be made to achieve a comparable proportionate reduction in assignment. 5.05.2 The Faculty Association is permitted to buy the equivalent of up to six 3-credit hour course reliefs or comparable level of reduction in assignment per year, over and above the course relief or comparable level of reduction in assignment granted to the ULFA President, at the actual replacement cost. This course relief or comparable level of reduction in assignment shall be allocated to those members whose duties are of such a nature and extent that release from course or non-teaching assignment would be beneficial to them and the Association. 5.05.3 As soon as possible after the Annual General Meeting, the Association shall inform the President and the relevant supervisors of the individuals who have been assigned course relief or a reduction in assignment. The Dean/University Librarian shall not unreasonably refuse to grant the request. Normally a Member of ULFA, except for the President, shall not receive release time for more than one 3-credit hour course or a comparable level of reduction in assignment per year under this Article. The weighting of the criteria for the Member's performance

  • ULFA Faculty Handbook (July, 2013)
    University of Lethbridge ; University of Lethbridge Faculty Association, 2013
    Co-Authors: University Of Lethbridge
    Abstract:

    Collective agreement between the Governors of the University of Lethbridge and the University of Lethbridge Faculty Association.The University of Lethbridge Faculty Handbook Effective July 1, 2013 Ratified November 15, 2013 Michael J. Mahon, Ph.D. John Usher, Ph.D. President & Vice-Chancellor ULFA President University of Lethbridge University of Lethbridge Date Date Witness Witness Date Date F a c u l t y Handbook TABLE OF CONTENTS 1. Interpretation of Handbook 2. Definitions 3. Amendments 4. Applications and Exclusions 5. Recognition 6. Communication and Information 7. Annual Meeting 8. Delegation 9. Personal Files 10. Summer Sessions and Continuing Education 11. Rights and Responsibilities 12. Criteria For Extension of Probation, Tenure, Promotion and Salary Increments for Faculty Members 13. Assignment of Duties of Members 14. Professional Librarians 15. Instructors and Academic Assistants 16. Termination of Appointment 17. Personnel Committees 18. Appointment of Faculty Members 19. Probation and Tenure for Faculty Members 20. Promotion of Faculty Members 21. Increments for Faculty Members 22. Grievance Procedure 23. Mediation 24. Appeals 25. Supervision and Discipline 26. Termination of Appointment for Financial Emergency or Due to Program Redundancy 27. Holidays 28. Vacations 29. Intellectual Property 30. Travel Fund and Expenses 31. Research 32. Salary Schedules, Merit Fund and Economic Benefits 33. Reduced Load Status 34. Leaves of Absence Schedule A. Salary Schedules and Stipends Schedule B. Economic Benefits Schedule C. Negotiation and Impasse - Resolving Procedures Schedule D. Memorandum of Agreement: Tuition Benefit Transition Schedule E. Copyright Schedule F. Professional Activities Report Schedule G. Memorandum of Agreement: Personnel Decisions and Protocols Schedule H. Memorandum of Agreement: Code of Conduct BOG Faculty Reps Schedule I. Memorandum of Agreement: Academic Career Implementation Schedule J. Memorandum of Agreement: LTDI Special Circumstances Schedule K. Maternity and/or Parental Leave Benefit (Article 34.02) Examples Schedule L. Memorandum of Agreement: Categories of Documents F a c u l t y Handbook PREAMBLE The Board of Governors of The University of Lethbridge and The University of Lethbridge Faculty Association recognize that the main purposes of the University are: to promote the disinterested pursuit of truth and advancement of knowledge. to promote the generation and transmission of knowledge with proper consideration given to the need for an educated citizenry. and to give appropriate consideration to society's needs for expert advice as well as pure and applied research. The common good of society depends upon the search for truth and its free exposition. Academic freedom in both teaching and research is essential to these purposes. Members are entitled to the freedom to carry out research and to publish the results, to the freedom to teach and discuss their subjects, and to the freedom from institutional censorship. Academic freedom carries with it the duty to use that freedom in a responsible way. OBJECTIVES The main objectives of this Faculty Handbook are the specification of principles and procedures for academic personnel decisions, the peaceful settlement of all disputes, misunderstandings and grievances, and the promotion of harmonious relations between the Board and the Association. The Board and the Association acknowledge • their joint responsibility for the reasonable and just execution of the terms of the Handbook, and • subject to the provisions of the Post-Secondary Learning Act and all applicable provincial and federal statutes, as amended from time to time, this Handbook is binding on the Association, the Academic Staff, and the Board. Toward that end, any invocation of Articles 1 or 22 regarding a Handbook procedure in progress shall stay the procedure pending a resolution of the interpretation or grievance. Any deadlines mentioned in this agreement may be varied by written mutual consent prior to the deadline, by the Board and the Association, and by the Member in cases where the deadline affects the Member concerned. F a c u l t y Handbook A r t i c l e 1 1. Interpretation of Handbook 1.01 Uncertainties or disagreements about the meaning of the Articles of this Handbook shall be referred to either the President of the University or the President of the Association. Only the President of the University or the President of the Association may choose to convene the Interpretation Committee as in 1.03. The Interpretation Committee shall resolve uncertainties or disagreements about the meaning of the Articles of this Handbook. 1.02 The Interpretation Committee shall consist of the President of the University and the President of the Association. 1.03 The Interpretation Committee shall meet within five (5) working days of the written request of either of its members. 1.04 Where the Interpretation Committee agrees upon an interpretation, it shall become a Schedule of this Handbook until it is incorporated by amendment of the Handbook pursuant to Article 3. 1.05 Where the Interpretation Committee cannot agree upon an interpretation within five (5) working days of the meeting of 1.03, each member shall set forth an interpretation in writing, and the two interpretations shall be submitted to an arbitrator jointly selected by them. If an Interpretation Committee cannot agree on the selection of an arbitrator within five (5) working days after the meeting of 1.03, the arbitrator shall be appointed by a Judge of the Alberta Court of Queen's Bench upon the Petition of either party. 1.06 The arbitrator shall meet only with both Presidents and only jointly, unless the Presidents agree otherwise in writing. Both Presidents shall make a reasonable effort to cooperate with the arbitrator's investigation. 1.07 The arbitrator shall first attempt to mediate the dispute. If the attempt to mediate fails, the arbitrator shall within twenty (20) working days of his/her appointment select without alteration either the Board's or the Association's interpretation. The arbitrator's decision shall be final and binding on the Board, the Association, and the Interpretation Committee. 1.08 The arbitrator's decision shall become a schedule of this Handbook, until it is incorporated by amendment of the Handbook pursuant to Article 3. 1.09 Any interpretation pursuant to 1.04 or 1.07 shall be made known in writing by the President of the University to persons affected by it. 1.10 The costs of arbitration shall be shared by the Board and the Association. F a c u l t y Handbook A r t i c l e 2 2. Definitions In this Handbook: 2.01 2.02 2.03 2.04 2.05 2.06 2.07 2.08 2.09 2.10 2.11 2.12 2.13 2.14 2.15 2.16 2.17 2.18 "Academic Assistant" shall mean a member of the academic staff holding an appointment with the rank of Academic Assistant. "Academic Career" shall mean a period of 33 years for Members who hold the rank of Professor or Professional Librarian IV, or 28 years for Members holding any other academic rank. The maximum number of academic career years as defined here does not preclude an individual from spending more or fewer years as a Faculty Member/Professional Librarian. "Association" shall mean The University of Lethbridge Faculty Association. "Board" shall mean the Board of Governors of The University of Lethbridge. "Dean" shall mean the Dean of a Faculty or a person authorized to act in that capacity. "Dean/University Librarian" shall mean Dean if affecting the Members in a Faculty or University Librarian if affecting Professional Librarians, or Dean of the Faculty of Education if affecting the Members in the Curriculum Laboratory. "Dean's Advisory Committee" shall mean the Dean and Department Chairs in the Faculty of Arts and Science. "Department" shall mean an academic unit established by the Board under that designation. "Department Chair" shall mean a person authorized to act in that capacity. "Faculty" shall mean an academic unit established by the Board under that designation. "Faculty Member" shall mean a member of the academic staff with the rank of Professor, Associate Professor, Assistant Professor or Lecturer. "Faculty Member(s)/Academic Assistant(s)" shall mean Faculty Member(s) or Academic Assistant(s). "Faculty Member(s)/Professional Librarian(s)" shall mean Faculty Member(s) if affecting the Member(s) in a Faculty or Professional Librarian(s) if affecting the Professional Librarian(s). "Handbook" shall mean the Faculty Handbook, including schedules thereto. The edition of the Handbook in effect is the one most recently ratified by the Board and the Association, including schedules thereto and any interpretations pursuant to Article 1 or 22. "Member" shall mean an employee of the Board who is a Faculty Member, Professional Librarian or Instructor/Academic Assistant. "Parties" shall mean the Board and the Association. "Part Time" shall mean a Member who has been assigned duties but is not a Sessional Lecturer (Sessional Lecturers Handbook), a Member on Reduced Load Status (Article 33), nor a Member who has been assigned duties on a full load basis. "Personal file" shall mean the file maintained by the Dean/University Librarian pertaining to a Member and which contains materials subject to Article 9 of this Handbook. 2.19 "President" shall mean the President of the University, or a person authorized to act in that capacity. F a c u l t y Handbook A r t i c l e 2 2.20 "Procedural fairness" shall, in any Article of the Handbook in which the duty to act with procedural fairness is expressly declared, mean: 2.20.1 the duty to make a decision without a reasonable apprehension of bias or a conflict of interest. Prior familiarity with the facts of a case does not, by itself, constitute a reasonable apprehension of bias, nor do past friendly or unfriendly relationships. AND 2.20.2 the duty of an adjudicator to interpret and apply the Handbook, including criteria of Article 12 and Article 14, in a reasonable manner. A disagreement with a decision or judgement does not, in itself, constitute a misinterpretation or misapplication of the Handbook, nor does it constitute an unreasonable interpretation or application of the Handbook. AND 2.20.3 the adjudicator or adjudicators shall, within reason, ensure that adequate evidence is presented or collected to meet the standard of proof appropriate to support the decision and shall give due consideration to such evidence. AND 2.20.4 the parties to the procedure have a right to know all the relevant evidence presented in the decision making process. AND 2.20.5 the parties to the procedure have an opportunity to respond to all relevant evidence presented in the decision making process. AND 2.20.6 the parties to the procedure have a reasonable opportunity to present their case to the adjudicator or adjudicators. 2.21 "Professional Librarian" shall mean a member of the academic staff holding appointment in the University Library or in the Curriculum Laboratory of the Faculty of Education and holding an academic degree and a degree in Librarianship from an accredited library school or its equivalent. 2.22 "Professional Librarian(s)/Academic Assistant(s)" shall mean Professional Librarian(s) or Academic Assistant(s). 2.23 "Senior Academic Administratof shall mean Deans and Associate Deans, University Librarian and Associate University Librarian, Vice-President (Academic) and Associate Vice-President (Academic), Vice-President (Research) and Associate Vice-President (Research), Vice-President (Administration) and Associate Vice-President (Administration) and President, or a person authorized to act in that capacity. 2.24 "Sessional Lecturer" shall mean a member of the Academic Staff appointed by the Dean of a Faculty or School to teach no more than one semester course in a designated semester. Normally, the Sessional Lecturer has full responsibility for the course, but on occasion a Sessional Lecturer will be a member appointed at a partial stipend to teach a defined portion of a course with corresponding teaching responsibilities. Terms and conditions for Sessional Lecturers are governed by the University of Lethbridge Sessional Lecturers Handbook. 2.25 "University" shall mean The University of Lethbridge. 2.26 "University Librarian" shall mean the University Librarian of the University or a person authorized to act in that capacity. 2.27 "Vice-President (Academic)" shall mean the Vice-President (Academic) of the University, or a person authorized to act in that capacity. F a c u l t y Handbook A r t i c l e 3 3. Amendments 3.01 This Handbook shall be the only Faculty Handbook in effect. It shall continue in force, except as amended through mutual agreement between the parties. 3.02 Unless the two parties agree not to do so, negotiation of amendments shall normally occur each year according to the following schedule: September 15 to October 15 - A preliminary meeting to review possible issues March 1 to April 15 - Negotiation by negotiating committees April 16 to May 31 - Action by both parties respecting negotiated amendments 3.03 To consider the proposed amendments, each party shall designate a negotiating committee of three persons. The two committees shall meet to negotiate the proposed amendments. If the parties agree upon an amendment of this Handbook, the agreement shall include a specification of the date upon which the amendment takes effect, and the amendment shall thereafter become part of this Handbook. In the event that any provision of this Handbook is found by a court or tribunal of competent jurisdiction to be illegal or unenforceable, then such provision shall be severed from the Handbook as having no force or effect; but the remainder of the Handbook shall continue in full force and effect. In the event any such decision of a court or tribunal of competent jurisdiction is appealed, the operation of the provision in question shall be suspended pending the outcome of such appeal. F a c u l t y Handbook A r t i c l e 4 4. Applications and Exclusions 4.01 Except as provided in 4.02, the provisions of this Handbook shall apply to all Members. 4.02 (a) Subject to the Objectives senior academic administrators shall execute the terms of this Handbook. When senior academic administrators are acting as members of the academic staff, all terms of the Handbook shall apply to them except Articles 32, 21, 14.09, and Schedules A, B, C, and F. When senior academic administrators who hold concurrent academic rank have ceased to hold a senior administrative appointment, all terms of the Handbook shall apply to them. (b) Where the application of an Article to a senior academic administrator would require action by that administrator constituting or leading to a conflict of interest, the person who supervises that administrator shall act in his/her stead. Where the person in a conflict of interest is the President, the Vice-President (Academic) shall act instead. 4.03 An appointee who at the time of appointment in July 1967 was a member of the staff of the Lethbridge Junior College shall have his/her years of service at the College considered for all purposes as years of service at the University. 4.04 (a) A retired Faculty Member who has been offered an academic appointment at the University of Lethbridge must choose between entering into a post-retirement contract or becoming a member of the academic staff provided his/her duties are consistent with the requirements identified in Article 4.04(b). (b) Except for those with post-retirement contracts, an employee shall be designated as a member of the academic staff as specified in Article 2: Faculty Members, Professional Librarians, Instructors/Academic Assistants, provided that his/her regular duties to be assigned pursuant to Article 13 consist of any of the following: a) teaching two or more full credit courses per year and scholarly research or academic administration or b) if a significant component of his or her assigned workload consists of scholarly research or academic administration or Professional library services as specified in Article 14 or instructor/academic assistant duties as specified in Article 15 or c) otherwise at the discretion of the Board after consultation with ULFA. Members of the academic staff may have term positions, tenured or continuing positions, or reduced load positions (see Article 33); they may also be members of the administrative staff. 4.05 Those members of the academic staff who are also Senior Academic Administrators as specified in Article 2 shall be deemed inactive members of ULFA. Inactive members of the Association do not participate in the activities of the Association wherever such participation would be a conflict of interest, nor do they pay dues. 4.06 Those members of the academic staff who are nominated by GFC and elected by the academic staff to serve as members of the Board of Governors and those nominated by the Association to serve on the Board of Governors shall be deemed to be inactive members of the Association for the term specified in the Order in Council for their appointment to the Board or as long as such individuals serve on the Board. These Members shall also be excluded from serving on all personnel committees under Article 17 during the time they serve on the Board. 4.07 In each contract year, the Board shall make available to the Association a sum equal to the Association dues (based on the academic portion of their salaries) for each of the inactive Members. For this purpose the mill rate shall be the average Association rate for the two preceding academic years. Such funds will be contributed as follows: one-half to Association Conference Travel; one-half to the Association Stabilization Fund. No amounts shall be assessed for Confederation of Alberta Faculty Associations (CAFA) or Canadian Association of University Teachers (CAUT) dues. Inactive Members of the Association are excluded from Association benefits only as stated in Article 4.02(a). F a c u l t y Handbook A r t i c l e 4 4.08 The Board contribution for inactive Members, as provided in 4.07, shall be paid in monthly instalments, in a manner similar to and with information as provided in Article 6.03 for Members. F a c u l t y Handbook A r t i c l e 5 5. Recognition 5.01 The Board recognizes the Association as the exclusive bargaining agent for all Members, except as provided in 4.02 (a). 5.02 The Board recognizes the desirability of providing office space to the Association and shall endeavour to do so in the context of space allocations designed to meet the needs of the University. 5.03 Deduction of Dues 5.03.1 The Board shall deduct from the monthly salaries of all active Members dues as assessed by the Association. Dues shall be remitted to the Association, the Confederation of Alberta Faculty Associations (CAFA) and Canadian Association of University Teachers (CAUT) by the last banking day of each month. Any adjustments shall be reconciled in the next month. 5.03.2 The Board shall inform the Association of the name of and the deductions made for each Member, and may provide CAUT or CAFA with the following information: Academic Rank Number of Members in each Academic Rank Total Amount Being Remitted for that Academic Rank. 5.04 Members may, in writing to the Association explicitly stating their reasons, direct that their Association deductions be remitted by the Association instead to a charitable organization registered in Canada. Such deduction shall lapse if not reaffirmed yearly. 5.05 Course relief/release time 5.05.1 The President of the Association shall be entitled to course relief such that the Member will have teaching duties that are the equivalent of one 3-credit hour course in each regular semester at no cost to the Association. In the case of an Academic Assistant, every reasonable effort will be made to achieve a comparable proportionate reduction in assignment. 5.05.2 The Faculty Association is permitted to buy the equivalent of up to six 3-credit hour course reliefs or comparable level of reduction in assignment per year, over and above the course relief or comparable level of reduction in assignment granted to the ULFA President, at the actual replacement cost. This course relief or comparable level of reduction in assignment shall be allocated to those members whose duties are of such a nature and extent that release from course or non-teaching assignment would be beneficial to them and the Association. 5.05.3 As soon as possible after the Annual General Meeting, the Association shall inform the President and the relevant supervisors of the individuals who have been assigned course relief or a reduction in assignment. The Dean/University Librarian shall not unreasonably refuse to grant the request. Normally a Member of ULFA, except for the President, shall not receive release time for more than one 3-credit hour course or a comparable level of reduction in assignment per year under this Article. The weighting of the criteria for the Member's performance evaluation may be altered by the Dean/University Librarian in consultation with the Member. F a c u l t y Handbook A r t i c l e 6 6. Communication and Information 6.01 Communication Unless otherwise provided in this Handbook, all communications or notices concerning or required by the Handbook shall be addressed as follows: By the University - To the President The University of Lethbridge Faculty Association By the Association - To the President The University of Lethbridge 6.02 Printing and Distributing the Handbook The Board shall put the Handbook on the University of Lethbridge website for all Members to access. The Board shall provide a Member, upon request, a printed copy of the current Handbook. 6.03 In

  • ULFA Faculty Handbook (July, 2012)
    University of Lethbridge ; University of Lethbridge Faculty Association, 2012
    Co-Authors: University Of Lethbridge
    Abstract:

    Collective agreement between the Governors of the University of Lethbridge and the University of Lethbridge Faculty Association.The University of Lethbridge Faculty Handbook Effective July 1, 2012 Ratified September 17, 2012 Michael J. Mahon, Ph.D. John Usher, Ph.D. President & Vice-Chancellor ULFA President University of Lethbridge Date Date Witness Witness Date Date F a c u l t y Handbook TABLE OF CONTENTS 1. Interpretation of Handbook 2. Definitions 3. Amendments 4. Applications and Exclusions 5. Recognition 6. Communication and Information 7. Annual Meeting 8. Delegation 9. Personal Files 10. Summer Sessions and Continuing Education 11. Rights and Responsibilities 12. Criteria For Extension of Probation, Tenure, Promotion and Salary Increments for Faculty Members 13. Assignment of Duties of Members 14. Professional Librarians 15. Academic Assistants 16. Termination of Appointment 17. Personnel Committees 18. Appointment of Faculty Members 19. Probation and Tenure for Faculty Members 20. Promotion of Faculty Members 21. Increments for Faculty Members 22. Grievance Procedure 23. Mediation 24. Appeals 25. Supervision and Discipline 26. Termination of Appointment for Financial Emergency or Due to Program Redundancy 27. Holidays 28. Vacations 29. Intellectual Property 30. Travel Fund and Expenses 31. Research 32. Salary Schedules, Merit Fund and Economic Benefits 33. Reduced Load Status 34. Leaves of Absence Schedule A. Salary Schedules and Stipends Schedule B. Economic Benefits Effective date 2010-07-01 Schedule C. Negotiation and Impasse - Resolving Procedures Schedule D. Memorandum of Agreement: Tuition Benefit Transition Schedule E. Copyright Schedule F. Professional Activities Report Schedule G. Memorandum of Agreement: Personnel Decisions and Protocols Schedule H. Memorandum of Agreement: Code of Conduct BOG Faculty Reps Schedule I. Memorandum of Agreement: Academic Career Implementation Schedule J. Memorandum of Agreement: LTDI Special Circumstances Schedule K. Maternity and/or Parental Leave Benefit (Article 34.02) Examples Schedule L. Memorandum of Agreement: Categories of Documents F a c u l t y Handbook PREAMBLE The Board of Governors of The University of Lethbridge and The University of Lethbridge Faculty Association recognize that the main purposes of the University are: to promote the disinterested pursuit of truth and advancement of knowledge. to promote the generation and transmission of knowledge with proper consideration given to the need for an educated citizenry. and to give appropriate consideration to society's needs for expert advice as well as pure and applied research. The common good of society depends upon the search for truth and its free exposition. Academic freedom in both teaching and research is essential to these purposes. Members are entitled to the freedom to carry out research and to publish the results, to the freedom to teach and discuss their subjects, and to the freedom from institutional censorship. Academic freedom carries with it the duty to use that freedom in a responsible way. OBJECTIVES The main objectives of this Faculty Handbook are the specification of principles and procedures for academic personnel decisions, the peaceful settlement of all disputes, misunderstandings and grievances, and the promotion of harmonious relations between the Board and the Association. The Board and the Association acknowledge • their joint responsibility for the reasonable and just execution of the terms of the Handbook, and • subject to the provisions of the Post-Secondary Learning Act and all applicable provincial and federal statutes, as amended from time to time, this Handbook is binding on the Association, the Academic Staff, and the Board. Toward that end, any invocation of Articles 1 or 22 regarding a Handbook procedure in progress shall stay the procedure pending a resolution of the interpretation or grievance. Any deadlines mentioned in this agreement may be varied by written mutual consent prior to the deadline, by the Board and the Association, and by the Member in cases where the deadline affects the Member concerned. F a c u l t y Handbook A r t i c l e 1 1. Interpretation of Handbook 1.01 Uncertainties or disagreements about the meaning of the Articles of this Handbook shall be referred to either the President of the University or the President of the Association. Only the President of the University or the President of the Association may choose to convene the Interpretation Committee as in 1.03. The Interpretation Committee shall resolve uncertainties or disagreements about the meaning of the Articles of this Handbook. 1.02 The Interpretation Committee shall consist of the President of the University and the President of the Association. 1.03 The Interpretation Committee shall meet within five (5) working days of the written request of either of its members. 1.04 Where the Interpretation Committee agrees upon an interpretation, it shall become a Schedule of this Handbook until it is incorporated by amendment of the Handbook pursuant to Article 3. 1.05 Where the Interpretation Committee cannot agree upon an interpretation within five (5) working days of the meeting of 1.03, each member shall set forth an interpretation in writing, and the two interpretations shall be submitted to an arbitrator jointly selected by them. If an Interpretation Committee cannot agree on the selection of an arbitrator within five (5) working days after the meeting of 1.03, the arbitrator shall be appointed by a Judge of the Alberta Court of Queen's Bench upon the Petition of either party. 1.06 The arbitrator shall meet only with both Presidents and only jointly, unless the Presidents agree otherwise in writing. Both Presidents shall make a reasonable effort to cooperate with the arbitrator's investigation. 1.07 The arbitrator shall first attempt to mediate the dispute. If the attempt to mediate fails, the arbitrator shall within twenty (20) working days of his/her appointment select without alteration either the Board's or the Association's interpretation. The arbitrator's decision shall be final and binding on the Board, the Association, and the Interpretation Committee. 1.08 The arbitrator's decision shall become a schedule of this Handbook, until it is incorporated by amendment of the Handbook pursuant to Article 3. 1.09 Any interpretation pursuant to 1.04 or 1.07 shall be made known in writing by the President of the University to persons affected by it. 1.10 The costs of arbitration shall be shared by the Board and the Association. F a c u l t y Handbook A r t i c l e 2 2. Definitions In this Handbook: 2.01 2.02 2.03 2.04 2.05 2.06 2.07 2.08 2.09 2.10 2.11 2.12 2.13 2.14 2.15 2.16 2.17 2.18 "Academic Assistant" shall mean a member of the academic staff holding an appointment with the rank of Academic Assistant. "Academic Career" shall mean a period of 33 years for Members who hold the rank of Professor or Professional Librarian IV, or 28 years for Members holding any other academic rank. The maximum number of academic career years as defined here does not preclude an individual from spending more or fewer years as a Faculty Member/Professional Librarian. "Association" shall mean The University of Lethbridge Faculty Association. "Board" shall mean the Board of Governors of The University of Lethbridge. "Dean" shall mean the Dean of a Faculty or a person authorized to act in that capacity. "Dean/University Librarian" shall mean Dean if affecting the Members in a Faculty or University Librarian if affecting Professional Librarians, or Dean of the Faculty of Education if affecting the Members in the Curriculum Laboratory. "Dean's Advisory Committee" shall mean the Dean and Department Chairs in the Faculty of Arts and Science. "Department" shall mean an academic unit established by the Board under that designation. "Department Chair" shall mean a person authorized to act in that capacity. "Faculty" shall mean an academic unit established by the Board under that designation. "Faculty Member" shall mean a member of the academic staff with the rank of Professor, Associate Professor, Assistant Professor or Lecturer. "Faculty Member(s)/Academic Assistant(s)" shall mean Faculty Member(s) or Academic Assistant(s). "Faculty Member(s)/Professional Librarian(s)" shall mean Faculty Member(s) if affecting the Member(s) in a Faculty or Professional Librarian(s) if affecting the Professional Librarian(s). "Handbook" shall mean the Faculty Handbook, including schedules thereto. The edition of the Handbook in effect is the one most recently ratified by the Board and the Association, including schedules thereto and any interpretations pursuant to Article 1 or 22. "Member" shall mean an employee of the Board who is a Faculty Member, Professional Librarian or Academic Assistant. "Parties" shall mean the Board and the Association. "Personal file" shall mean the file maintained by the Dean/University Librarian pertaining to a Member and which contains materials subject to Article 9 of this Handbook. "President" shall mean the President of the University, or a person authorized to act in that capacity. 2.19 "Procedural fairness" shall, in any Article of the Handbook in which the duty to act with procedural fairness is expressly declared, mean: F a c u l t y Handbook A r t i c l e 2 2.19.1 the duty to make a decision without a reasonable apprehension of bias or a conflict of interest. Prior familiarity with the facts of a case does not, by itself, constitute a reasonable apprehension of bias, nor do past friendly or unfriendly relationships. AND 2.19.2 the duty of an adjudicator to interpret and apply the Handbook, including criteria of Article 12 and Article 14, in a reasonable manner. A disagreement with a decision or judgement does not, in itself, constitute a misinterpretation or misapplication of the Handbook, nor does it constitute an unreasonable interpretation or application of the Handbook. AND 2.19.3 the adjudicator or adjudicators shall, within reason, ensure that adequate evidence is presented or collected to meet the standard of proof appropriate to support the decision and shall give due consideration to such evidence. AND 2.19.4 the parties to the procedure have a right to know all the relevant evidence presented in the decision making process. AND 2.19.5 the parties to the procedure have an opportunity to respond to all relevant evidence presented in the decision making process. AND 2.19.6 the parties to the procedure have a reasonable opportunity to present their case to the adjudicator or adjudicators. 2.20 "Professional Librarian" shall mean a member of the academic staff holding appointment in the University Library or in the Curriculum Laboratory of the Faculty of Education and holding an academic degree and a degree in Librarianship from an accredited library school or its equivalent. 2.21 "Professional Librarian(s)/Academic Assistant(s)" shall mean Professional Librarian(s) or Academic Assistant(s). 2.22 "Senior Academic Administrator" shall mean Deans and Associate Deans, University Librarian and Associate University Librarian, Vice-President (Academic) and Associate Vice-President (Academic), Vice-President (Research) and Associate Vice-President (Research), Vice-President (Administration) and Associate Vice-President (Administration) and President, or a person authorized to act in that capacity. 2.23 "University" shall mean The University of Lethbridge. 2.24 "University Librarian" shall mean the University Librarian of the University or a person authorized to act in that capacity. 2.25 "Vice-President (Academic)" shall mean the Vice-President (Academic) of the University, or a person authorized to act in that capacity. F a c u l t y Handbook A r t i c l e 3 3. Amendments 3.01 This Handbook shall be the only Faculty Handbook in effect. It shall continue in force, except as amended through mutual agreement between the parties. 3.02 Unless the two parties agree not to do so, negotiation of amendments shall normally occur each year according to the following schedule: September 15 to October 15 - A preliminary meeting to review possible issues March 1 to April 15 - Negotiation by negotiating committees April 16 to May 31 - Action by both parties respecting negotiated amendments 3.03 To consider the proposed amendments, each party shall designate a negotiating committee of three persons. The two committees shall meet to negotiate the proposed amendments. If the parties agree upon an amendment of this Handbook, the agreement shall include a specification of the date upon which the amendment takes effect, and the amendment shall thereafter become part of this Handbook. In the event that any provision of this Handbook is found by a court or tribunal of competent jurisdiction to be illegal or unenforceable, then such provision shall be severed from the Handbook as having no force or effect; but the remainder of the Handbook shall continue in full force and effect. In the event any such decision of a court or tribunal of competent jurisdiction is appealed, the operation of the provision in question shall be suspended pending the outcome of such appeal. F a c u l t y Handbook A r t i c l e 5 4. Applications and Exclusions 4.01 Except as provided in 4.02, the provisions of this Handbook shall apply to all Members. 4.02 (a) Subject to the Objectives senior academic administrators shall execute the terms of this Handbook. When senior academic administrators are acting as members of the academic staff, all terms of the Handbook shall apply to them except Articles 32, 21, 14.09, and Schedules A, B, C, and F. When senior academic administrators who hold concurrent academic rank have ceased to hold a senior administrative appointment, all terms of the Handbook shall apply to them. (b) Where the application of an Article to a senior academic administrator would require action by that administrator constituting or leading to a conflict of interest, the person who supervises that administrator shall act in his/her stead. Where the person in a conflict of interest is the President, the Vice-President (Academic) shall act instead. 4.03 An appointee who at the time of appointment in July 1967 was a member of the staff of the Lethbridge Junior College shall have his/her years of service at the College considered for all purposes as years of service at the University. 4.04 (a) A retired Faculty Member who has been offered an academic appointment at the University of Lethbridge must choose between entering into a post-retirement contract or becoming a member of the academic staff provided his/her duties are consistent with the requirements identified in Article 4.04(b). (b) Except for those with post-retirement contracts, an employee shall be designated as a member of the academic staff as specified in Article 2: Faculty Members, Professional Librarians, Academic Assistants, provided that his/her regular duties to be assigned pursuant to Article 13 consist of any of the following: a) teaching two or more full credit courses per year and scholarly research or academic administration or b) if a significant component of his or her assigned workload consists of scholarly research or academic administration or Professional library services as specified in Article 14 or academic assistantship as specified in Article 15 or c) otherwise at the discretion of the Board after consultation with ULFA. Members of the academic staff may have term positions, tenured or continuing positions, or reduced load positions (see Article 33); they may also be members of the administrative staff. 4.05 Those members of the academic staff who are also Senior Academic Administrators as specified in Article 2 shall be deemed inactive members of ULFA. Inactive members of the Association do not participate in the activities of the Association wherever such participation would be a conflict of interest nor do they pay dues. 4.06 Those members of the academic staff who are nominated by GFC and elected by the academic staff to serve as members of the Board of Governors and those nominated by the Association to serve on the Board of Governors shall be deemed to be inactive members of the Association for the term specified in the Order in Council for their appointment to the Board or as long as such individuals serve on the Board. These Members shall also be excluded from serving on all personnel committees under Article 17 during the time they serve on the Board. 4.07 In each contract year, the Board shall make available to the Association a sum equal to the Association dues (based on the academic portion of their salaries) for each of the inactive Members. For this purpose the mill rate shall be the average Association rate for the two preceding academic years. Such funds will be contributed as follows: one-half to Association Conference Travel; one-half to the Association Stabilization Fund. No amounts shall be assessed for Confederation of Alberta Faculty Associations (CAFA) or Canadian Association of University Teachers (CAUT) dues. Inactive Members of the Association are excluded from Association benefits only as stated in Article 4.02(a). 4.08 The Board contribution for inactive Members, as provided in 4.07, shall be paid in monthly instalments, in a manner similar to and with information as provided in Article 5.03 for Members. F a c u l t y Handbook Article 5 5. Recognition 5.01 The Board recognizes the Association as the exclusive bargaining agent for all Members, except as provided in 4.02 (a). 5.02 The Board recognizes the desirability of providing office space to the Association and shall endeavour to do so in the context of space allocations designed to meet the needs of the University. 5.03.1 The Board shall deduct from the monthly salaries of all active Members dues as assessed by the Association. Dues shall be remitted to the Association, the Confederation of Alberta Faculty Associations (CAFA) and Canadian Association of University Teachers (CAUT) by the last banking day of each month. Any adjustments shall be reconciled in the next month. 5.03.2 The Board shall inform the Association of the name of and the deductions made for each Member, and may provide CAUT or CAFA with the following information: Academic Rank Number of Members in each Academic Rank Total Amount Being Remitted for that Academic Rank. 5.04 Members may, in writing to the Association explicitly stating their reasons, direct that their Association deductions be remitted by the Association instead to a charitable organization registered in Canada. Such deduction shall lapse if not reaffirmed yearly. 5.05 Course relief/release time 5.05.1 The President of the Association shall be entitled to course relief such that the Member will have teaching duties that are the equivalent of one 3-credit hour course in each regular semester at no cost to the Association. In the case of an Academic Assistant, every reasonable effort will be made to achieve a comparable proportionate reduction in assignment. 5.05.2 The Faculty Association is permitted to buy the equivalent of up to six 3-credit hour course reliefs or comparable level of reduction in assignment per year, over and above the course relief or comparable level of reduction in assignment granted to the ULFA President, at the actual replacement cost. This course relief or comparable level of reduction in assignment shall be allocated to those members whose duties are of such a nature and extent that release from course or non-teaching assignment would be beneficial to them and the Association. 5.05.3 As soon as possible after the Annual General Meeting, the Association shall inform the President and the relevant supervisors of the individuals who have been assigned course relief or a reduction in assignment. The Dean/University Librarian shall not unreasonably refuse to grant the request. Normally a Member of ULFA, except for the President, shall not receive release time for more than one 3-credit hour course or a comparable level of reduction in assignment per year under this Article. The weighting of the criteria for the Member's performance evaluation may be altered by the Dean/University Librarian in consultation with the Member. F a c u l t y Handbook A r t i c l e 6 6. Communication and Information 6.01 Communication Unless otherwise provided in this Handbook, all communications or notices concerning or required by the Handbook shall be addressed as follows: By the University - To the President The University of Lethbridge Faculty Association By the Association - To the President The University of Lethbridge 6.02 Printing and Distributing the Handbook The Board shall put the Handbook on the University of Lethbridge website for all Members to access. The Board shall provide a Member, upon request, a printed copy of the current Handbook. 6.03 Information on New Members The President shall provide the Association with a list at the beginning of each fall and spring semester stating the name, rank, academic unit, and date of appointment of each new Member and the name and termination date of each Member whose appointment is terminated in accordance with any of the termination processes described in Article 16. The President shall also provide the Association, annually in July, with a list of those who have received extension of probation, tenure and/or promotion. 6.04 Information about Members 6.04.1 The Board agrees to provide the Association with specified information for its use in achieving the objectives of this Handbook. The Board shall provide the Association with the following information, in electronic format, for Members holding Tenured, Probationary, Continuing or Term appointments. (i) A list containing name, gender, dat

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