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University Of Calgary Collective Agreement Aupe

The first point was related to the “provincial mandate.” In awarding the award, Arbitrator Andy Simms expressly rejected the University of Calgary Administration`s position that a “provincial mandate” can be used to repeal the provisions of a collective agreement or that it should play a role in arbitration decisions. In his analysis of the administration`s argument, he writes that, as Simms put it, a “government mission” focused on ATB salary reductions for post-secondary teaching and research faculties was not consistent with the recommendations of the MacKinnon report, which justifies the government justifying cuts in higher education funding: in search of your collective agreement or the final minutes? Browse the list of downloadable documents. The academic component of the university`s budget is such that it can easily be seen as a reduction target. However, academic salaries, whether in arbitration or a free collective bargaining system, still have market factors and comparisons that, at least in part, fuel expectations. The university was asked whether legislation that delayed conciliation and introduced PBCO and ministerial directives into public sector negotiations provided a power to allow an arbitrator to ignore the parameters established by the parties in the context of this re-opening of wages. It was not in a position to draw attention to such authority. I have reviewed this legislation and I cannot find a legal basis on which I can change the contractual mandate that the parties have given me in their agreement…. rejected the employer`s request for withdrawal and referred to the absence of examples of such an outcome in free collective bargaining. He accepted the words of Adjudicator Peltz: to justify the deviation of his proposal from the contractual area of the conciliation agreement, he argued [the University of Calgary Administration]: Finally, Simms also discussed how the government`s expectations interact with market expectations in the implementation of wage agreements. Simms notes that government pressure undoubtedly influences how a university responds to financial challenges, but argues that local represents 052 support officers at the University of Calgary. This process (and others) has been delayed to allow for the processing of the MacKinnon report.

Its conclusions on employment in the public sector are generally not directed specifically at academic staff. In fact, this indicates that the cause of the increase in costs per student is mainly elsewhere. (34-35, adding – ULFA). One of the unfortunate by-products of political or model negotiations between public sector employees and across the province is that it tends to penalize institutions and workers who have already worked to limit spending…. It excludes consideration of the type of market forces that create a balance between institutions and allows little or no recognition of the current history or needs of each institution. In his conclusion, Mr. Simms rejected a number of points of particular importance to the situation at the University of Lethbridge: after I have found nothing and nothing has been done to change my contractual mandate, I unfortunately cannot submit a 2% withdrawal proposal.