Negotiations Resuming

Jan 7, 2004, Charlottetown PE. as I rested salary increases for faculty members

The UPEIFA and the Board of Govern have agreed to return to the bargaining table e optimistic that the two sides will settle their d ion without job action. This resolve was clear a e meeting (January 6th), which was attended by over 180 FA members and Canadian Association of University Teachers (CAUT) r¢ Tudiver. An overwhelming majority of the members p authorize the executive of the FA to hold a strike shou sary. This was not a strike vote but rather a strong sh the membership for the FA's negotiati 2 i resolve to settle the dispute.

Salary increases were also requested essional Instructors, who c

would still result in the sec- he Assistant Professor level. f Governors in their advertise-

ing. However, there are some key outstat nd on their web site are mislead-

salaries, workload, rights to intellectual pr freedom, and job security for the 300 profes: and clinical instructors. Here are some highlig

rians, and sessional ing. ecome competitive. The

y its instructors a competitive rate.

and research, deprives students of the ed instructors, and will ultimately result

$s academic quality. How can UPEI continue to ll university" if it does not recognize the value of

Salaries: ' The UPEIFA seeks parity with other small Maritime and wage increases in line with those obtained by public

PEI. Right now, UPEIFA members earn 15-20% less the region (see Figure). This has been the case for the past decad

Workload: Floor of Scale A 3/2 course commitment is not a "reduced workload: " Rather, it Assistant Professor aims to achieve better "teaching/research balance." A faculty member's

responsibilities extend far beyond the classroom. Moreover, UPEI is increasing its emphasis on research and publication, which require time. Our proposal will allow us to put more time into teaching and research, resulting is an increase in the quality of your education. All small Atlantic universities that have ranked above UPEI (by Maclean's) have . some version of a 3/2 teaching/research balance. Both MtA and SMU St Thomas Mt Allison = St Mary's, | ML St Vincent ~—Acadia instituted a 3/2 course load, without compromising students' education. This was done by faculty and administration working together with stu- Top ofScale dents. Similarly, we propose to work closely with the Administration and Full Professor students to phase this in, ensuring that core courses are offered and that the programs remain rich and vibrant.

48

46

Salary ($,000)

40 42 44

da

1

Intellectual re,

UPEI has offered 50/50 joint ownership i in regard to Intellectual Property (e.g. inventions by FA members). The Faculty Association seeks 100% control of the decision to commercialize, and a share of the profits from commercialization. The FA's position is consistent with the Source: CAUT Salary Settiement Reports collective agreements for other universities in the region (Mount A, Acadia, UCCB, Mount Saint Vincent and SMU), where faculty own 100% of their intellectual property.

Salary ($000 35

30

84

St Thomas Mt Allison St Mary's MLS Vincent — Acadia

UPEI Cadre January 8, 2004 page 12