solidarity

In Memoriam: Sarah Mann (1985-2023)

Guest post from Mark McCutcheon

Sarah Mann, a longtime member of the AU community, has died. Most recently she was a CUPE Tutor in Labour Studies, but she completed two MAs, one with MAIS, the other at Brock with Dr Margot Francis and RA work for Dr Josh Evans (U of Alberta). Before that, I’d supervised her undergrad English studies. She won many if not most student awards AU offers: she won the 2011 Roberts Memorial Award, for undergrad feminist research, for her essay “Fucking Media: Sex Worker Representation and Resistance in Digital Culture.” To borrow words from Jane Arscott’s recent tribute, losing Sarah is a “bittersweet reminder of AU at its best”; she was, “one of our own.” Her loss leaves a crater in this place. I am destroyed.

As a MAIS student, Sarah worked as my research assistant. Her own grad research used AU’s own social network site, the Landing, to publicly research and archive the contents of the groundbreaking lesbian porn magazine On Our Backs. Sarah presented on her research as the first student contributor to the Faculty’s long running research talk series. Sarah was pursuing a SSHRC-funded PhD at Laurentian and teaching at Brock and Laurentian at the time of her death. We kept in touch, I was always writing reference letters for her and I was thrilled when my AU colleague Bob Barnetson made it possible for Sarah to teach here.

A favourite anecdote about Sarah’s graduate research is that, being publicly available online, her work drew interest from a prospective student from halfway round the world. This student wrote to me asking to take the ‘sex course’ I was apparently teaching. To illustrate their credentials, this person sent several photos of themselves doing nude yoga. But the best part is that all these inquiries—and nudes!—were going first to then-AU President Frits Pannekoek, whose office then relayed them to me.

Sarah was a vital presence in Facebook, where she organized a creative writing group for pandemic coping; her constant updates are how I learned she had been adopted (informally or officially, idk) by an Indigenous family in Sudbury, to help her while she studied at Laurentian. [hope i got this detail right—ed.]

But socials and correspondence are how I also know just how precariously Sarah lived, not by choice, of course, but because poverty, and because personal challenges—barriers and troubles she talked about openly but also, critically, understood as structural challenges, systemic failings of underfunded health care and social services. These formed an important focus for her PhD work, on the mental health needs and supports at Canadian universities.

Dr Francis, Sarah’s mother and I have begun working together on plans to publish and archive Sarah’s extraordinary scholarly and critical writings. Sarah was an excellent writer; she also knew the importance of organizing work. To coordinate these efforts and ensure they give appropriate consideration to the family’s wishes and interests, and to help these projects benefit and strengthen the communities and causes that were important to Sarah, Margot and I invite Sarah’s colleagues, collaborators, and community of creatives to get in touch (about publishers, publishing process, archival practice, etc.) and to get updates on our work (and others’ projects, works we’re trying to locate, opportunities to collaborate, etc.). We’re reaching out via Facebook and by email: howtonotsuckatwriting@proton.me, a secure email we’ve named after her funny, wise essay writing guide, https://howtonotsuckatwriting.ca, which you really must read.

“Queer research is about saving queer lives,” Sarah wrote in 2012, in a debate amongst AU faculty and students over what “safety” means, and for whom, in open learning spaces.

The thrust of my research is that the exclusion of certain queer bodies from public spaces (like this one) is 1) linked to an extraordinary amount of violence that those same queers experience on a daily basis and 2) decided on the basis of how class, racial, gendered and other sexual-social statuses mark some bodies and images as particularly disruptive in relation to heteronormative standards. I would be happy—delighted, even—to talk at length with anyone who is curious about how the heteronormative standards for "safety" from the kinds of sexuality that are imagined as disruptive in fact make a great many poor, trans, racialized, and women queers very unsafe.

Sarah, we intend to carry on this conversation, by celebrating your work, and by sharing and connecting more with the communities you were so lovingly building a better future for.

Rest in Power, Sarah.

Both photos are from Sarah’s MAIS graduation in Athabasca on June 12, 2015.

The photo shows from left to right; Joshua Evans, Janyce Mann (Sarah's mom), Sarah Mann, Mark McCutcheon, FHSS Dean Veronica Thompson. Everyone is close together, smiling, standing in front of a black curtain. Joshua, Mark, and Veronica are wearing their red and black PhD regalia and Sarah is wearing her Master’s graduation regalia.

The photo shows Sarah Mann and Mark McCutcheon standing next to each other and smiling. Sarah has a nametag around her neck. There is a large flower arrangement behind Mark and an Athabasca Unversity banner behind Sarah.

Link to the Go Fund Me campaign: https://www.gofundme.com/f/paying-tribute-to-sarah-mann

Link to the AU Hub article: https://news.athabascau.ca/faculty/faculty-of-humanities-social-sciences/in-memoriam-sarah-mann/

Link to the obit with funeral info: https://www.simplewishesnorth.com/obituary/Sarah-Mann

Analysis of Mount Royal University Settlement

The Mount Royal Faculty Association recently ratified a new contract with MRU’s Board of Governors. This blog post provides an overview of the MRU settlement. Overall, this settlement follows the autumn AUPE government services pattern but with some additional monetary and language improvements.

Term and Money

This four-year deal has a term of July 1, 2020 to June 30, 2024. The cost-of-living adjustment (COLA) for all salaries and grids is as follows:

Jul 1, 2020: 0%

July 1, 2021: 0%

July 1, 2022: 0%

April 1, 2023: 1.25%

December 1, 2023: 1.5%

Additional increase December 1, 2023: 0.5% (not guaranteed)

The additional increase scheduled for December of 2023 is contingent upon the province achieving a real GDP for the 2023 calendar year that is “at or above 2.7% as of February 2024.” If this condition is met in February of 2024, MRU will retroactively apply an additional 0.5% COLA to December 1, 2023. If this condition is not met, then no additional increase will be forthcoming.

This means the MRFA settlement could see an (uncompounded) COLA increase of between 2.75% and 3.25% over its four-year term. Even with the addition of gain-sharing payments, this settlement will not maintain the purchasing power of MRFA salaries over time. For example, year-over-year inflation as of January 2022 was 5.1%. The MRFA settlement matches the COLA agreed to by AUPE for its government services bargaining unit. This appears to be the current secret financial mandate issued the government.

Extra Compensation

In addition to the COLA settlement, MRFA was able to negotiate some additional changes that have clear monetary implications.

  • Contract (i.e., short-term sessional) faculty saw changes to the structure of their grid effective May 2022. This change eliminates two categories (based on credentials). Contract faculty whose category was eliminated will “bump up” to a higher category and receive a 3.7% increase per instructional hour. All other contract faculty see a 0.7% increase. These increases are on top of the general COLA settlement.

  • MRFA made some gains at the table on benefits. Costs of the dental plan, which had been shared on a 50/50 (employer/worker) basis, and costs of the extended health plan, which had been shared on a 75/25 basis, now both move to 80/20 employer-worker split.

    This affects 93% of full-time faculty and 45% of contract faculty. The employer has also opened a window for more faculty to opt-in to the benefits plan.

It is difficult to ascertain the exact value of the changes in terms of overall faculty compensation due to (1) the variable number of contract faculty and (2) possible changes to benefit plan participation rates. MRFA suggests that overall impact is somewhere between 0.8% and 1.1%. That is top say, these gains amount to about an additional 1% of compensation on top of COLA.

Language

There were a significant number of language changes (about 57). Most of these have little relevance to AUFA members. You can read the full ratification package online here if you like.

Some changes that are of note include:

  • There are amendments to Articles 13.1.4 and 13.3.2 recognizing Indigenous knowledge in determining placements of new hires on the salary grid.

  • There is an entirely new Article (29) addressing Reconciliation goals.

  • Changes to Article 17 increase the number of full-year and part-year sabbatical leaves available to faculty. Unused sabbaticals roll-over to future years.

  • A joint workload committee has been struck to consider workload for faculty as well as promotion and tenure for less secure faculty. The outcome of this committee is not binding on either party, and as such, can be characterized as the mediator kicking these concerns down the road to a future round of bargaining in order to get a deal.

Analysis

The MRFA agreement provides a cost-of-living increase of between 2.75% and 3.25%. This mirrors the AUPE government deal (and the government mandate). This is the same deal that AU offered AUFA on Monday.

Additional compensation, in the form of benefit improvements and changes to the grids of precarious faculty, adds about an additional 1.0% of value. This additional compensation brings the MRFA agreement into the range of the United Nurses of Alberta settlement. It also broadly matches the Concordia University of Edmonton Faculty Association (CUEFA) settlement negotiated following its January strike.

MRFA also appears to have achieved some language improvements (as did CUEFA). Notably, the MRFA deal does not appear to contain any of the massive language rollbacks that AU is trying to push on AUFA members. These language improvements likely reflect that, in order to get MRFA to accept the government’s lousy wage-mandate, MRU had to agree to some of MRFA’s other proposals.

Jason Foster, Chair

AUFA Bargaining Team

Bob Barnetson, Chair

AUFA Job Action Committee

AUFA, AUPE, and CUPE sign solidarity pledge

In anticipation of a work stoppage, the unions representing support staff, faculty, and tutors and academic experts at Athabasca University have signed a solidarity pledge:

AUPE Local 69, CUPE Local 3911, and AUFA agree that, in the event of a strike and/or lockout affecting one union, the other unions will encourage their members to refuse to perform work beyond their normally assigned duties, specifically work typically done by striking and/or locked out workers, as is their right under s.149(1)(f) of the Labour Relations Code.

What this means is that the three largest unions at AU will ask their members to not take on the work of any striking workers.

We anticipate that this pledge will intensify the operational disruption any strike will cause AU and, thereby, increase the pressure on AU to come to a reasonable settlement.

Frequently Asked Questions

Q. Can we really refuse to do work normally performed by other workers when they are on strike?

A. Yes. The Labour Relations Code prohibits employers from taking action against any employee who refuses to “perform all or some of the duties and responsibilities of another employee who is participating in a strike.”

Q. Why would we want to refuse to perform struck work?

A. Two reasons. First, we already have full workloads. Taking on extra work is just not possible. Second, refusing struck work builds solidarity among AU staff. Specifically, if AUFA members refuse to perform AUPE or CUPE work when they are on strike, AUPE and CUPE members are more likely to refuse to perform AUFA work when we’re out. The heightened operational disruption caused by refusing to perform struck work raises the cost to AU of any work stoppage. This means AU is more likely to negotiate a fair deal, rather than force a strike.

Q. Will refusing struck work harm students?

A. Yes. Disrupting AU’s operations to apply pressure on AU to settle is the point of a strike. If AU chooses to force a strike by not negotiating an acceptable deal, the best we can do for students is to try to make that strike as short as possible. Refusing to do struck work is a part of maximizing the pressure on AU to settle.

Q. Can AU just hire replacement workers?

A. Theoretically, yes. But, in reality, AU would find it extremely difficult, if not impossible, to get hundreds of replacement workers who know how to do our jobs. And, even if AU were to somehow magically find hundreds of suitable replacement workers, how would they onboard and train them in a timely manner? Practically speaking, the only pool of available and qualified workers able to keep the lights on during a strike are AU employees in other bargaining units. This solidarity pledge denies AU access to these workers.

Q. What happens if AUPE or CUPE strikes and I decide to do their struck work?

A. In the short term, probably nothing. When that strike settles, though, it will be evident that you scabbed on your AUPE or CUPE colleagues and undermined their ability to get a fair deal. They will likely be very unhappy with you. Common outcomes include social exclusion, public shaming, and quiet payback via doing jobs you need done poorly and/or slowly. When it is AUFA’s turn to strike, they may then scab on you, undermining our ability to get a fair deal. It is just better not to scab when someone else strikes. It’s called solidarity.

Q. If there is a strike and I am asked to do struck work, how do I decline it?

A. You can tell your supervisor, “that is struck work and I won’t be performing it as is my right under the Labour Relations Code.” You can also contact your union for assistance. If AU disciplines you for your refusal, AUFA will appeal the discipline as well as file an unfair labour practice complaint at the Labour Board.

In solidarity,

David Powell, President

University of Manitoba Faculty Association ratifies deal, Concordia University of Edmonton passes strike vote

AUFA members in a solidarity picket with nurses

University of Manitoba Strike Ends

Significant news continues in the faculty association sector. The University of Manitoba Faculty Association has won their strike, and ratified a deal with University of Manitoba. This victory pushes the university to binding arbitration, where although outcomes are not certain, they will likely result in better wage increases than the employer was mandated to offer. This comes at the end of a 35 day winter strike, which is an extraordinary task for any union.

Concordia University of Edmonton Passes Strike Vote

Concordia University of Edmonton Faculty Association (CUEFA) has passed a 95% in favour strike vote, with CUE’s administration responding by gaining rights to lockout. This means that while CUEFA have a strike mandate, the CUE administration may choose to define the timing and duration of the strike. CUEFA are considering striking over workload, as the CUE administration’s desire to become a research institution has meant dramatically increasing research requirements from faculty without appropriately changing course load.

AUFA stands in solidarity with CUE and should the strike vote materialize into work stoppage it will be the first Faculty Association strike in Alberta history. We have sent an offer of support and solidarity to CUEFA and stand with them in their struggle for a fair contract.

You can read more about the strike here, which includes an interview with AUFA’s Bob Barnetson.


Solidarity,

David Powell

President

AUFA stands in solidarity with the University of Manitoba Faculty Association

Pictured: AUFA officers on the picket line with UMFA’s last strike in 2016

Throughout November the University of Manitoba Faculty Association have been on strike. The key issues in the strike are low wages which are affecting retention and recruitment of faculty, and punishing government mandates.

AUFA stands in solidarity with UMFA and have donated to their strike fund. UMFA’s primary reason for strike is low wages, which have led to significant retention and recruitment issues at the university. This is compounded by a government mandate for small wage increases. AU is in a similar situation where members are increasingly citing concerns about wages along with multiple reports of failed job searches. To date, AU has not shared its monetary proposal with AUFA despite over 500 days of bargaining.

Solidarity!

David Powell

President, Athabasca University Faculty Association

AUFA pickets in solidarity with nurses

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Twelve AUFA members (plus kids and partners) joined approximately 150 other trade unionists picketing at the Royal Alexandra Hospital in Edmonton. The nurses were protesting the UCP’s attack on their wages and working conditions.

This picket provided a rare chance for some face-to-face socializing. Public support (i.e., honking and waving) for the picket was high. AUFA’s job action committee expects we’ll be organizing additional picketing related to our own bargaining this fall.

Bob Barnetson, Chair

Job Action Committee

Faculty associations hold solidarity rallies with healthcare workers around Alberta

Athabasca rally

Athabasca rally

Yesterday academic unions around Alberta hosted rallies in support of the healthcare workers who engaged in an unsanctioned wildcat strike on October 26th. The strike was in response to planned privatization of 11,000 AUPE jobs such as laboratories, laundry, housekeeping, and food services. Workers in dozens of different locations walked off the job, returning to regular duties the next day. This push to privatization disproportionately affects women, particularly women of colour.  

One-day job actions like this one often don’t have immediately visible impact and so can leave people wondering if it was a success or not. It is best to view the walkout as a first major step in building momentum towards further labour action in Alberta, particularly as multiple public sector unions move into bargaining. It was vital that other unions around the province step up to celebrate the bravery of the healthcare workers.

Solidarity rally in Edmonton


Three rallies took place in Athabasca, Edmonton, and Calgary and were organized by faculty unions with enthusiastic attendance from our sibling unions CUPE 3911 and AUPE 69 in addition to many others. Attendance ranged from around 50 in Calgary to around 60 in Athabasca and upwards of 200 in Edmonton. The Athabasca rally was organized by AUFA, the Edmonton rally by NASA and AASUA at the University of Alberta, and the Calgary rally by the Mount Royal Faculty Association. Attending unions included the above post-secondary unions, The Amalgamated Transit Union, United Nurses of Alberta, Health Sciences Association, and the Iron Workers.

This is in addition to early-morning rallies staged by the AFL on the same day to welcome workers coming on to shift, which also saw attendance from AUFA members.

Solidarity rally in Calgary. Source: AUPE Facebook Page

Solidarity rally in Calgary. Source: AUPE Facebook Page

Athabasca rally

In Athabasca, 60-70 people were attendance marking this one of the largest rallies in town memory. Athabasca is a town of 3,000 people and thus the turnout was significant, bolstered by attendance by community groups. The rally was held over lunchtime with healthcare workers coming out on break to celebrate with the attendees, which included a march in front of the hospital, a few speeches, and an out of tune banjo.

Athabascans march past the hospital calling for no discipline

Athabascans march past the hospital calling for no discipline

No discipline

The workers who took part in the job action are all vulnerable to disciplinary action from management, which can include suspension without pay or even termination. In Athabasca, 71 names signed a petition demanding no discipline of the healthcare workers who took part in the strike, which has been sent to senior AHS management.

The Non-Academic Staff Association at University of Alberta have also started an online no-discipline petition we encourage all members to sign here.

Why hold these rallies?

Solidarity is not a buzzword. It is a strategy. The mass privatization of positions faced by healthcare workers mirrors the designation battle that AUFA members face. Around the world, working people of all kinds face the same struggles. Suppressed wage growth, casualization, and erosion of protections and benefits. AUFA members are in a privileged position, and it is incumbent upon us to use that privilege to bolster and empower others. When we act in the interests of other working people, we do so in our own interest as well. Our battles with designation and what may be an extremely contentious round of bargaining are serious ones, and we will need allies to win. By hosting rallies like these, and attending the rallies and pickets of others, we can find those allies and work towards our common cause.

David Powell

President, Athabasca University Faculty Association

 

Every rally needs a banjo.

Every rally needs a banjo.

AU continues union busting, forcing AUFA to escalate tactics

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Over the past two years, AU has been engaging in a pattern of behaviours aimed to undermine the strength of AUFA. These union-busting behaviours include:

  • Forcing AUFA to move its office off of the main campus, thereby impeding access to members.

  • Refusing to meet timelines and reporting requirements and repeatedly violating the agreement, thereby making the union look ineffective to members.

  • Making unreasonable demands during bargaining to push the union towards a strike and test AUFA’s solidarity.

  • Seeking to carve 67% of AUFA members out of the bargaining unit, undercutting the union’s power and working great harm on the members who will be carved out and those who will be left.

Over the summer, AU has launched two more attacks AUFA:

  • AU has refused to allow AUFA to buyout additional time for the union president. This buyout has been approved for every previous president. This denial undermines AUFA’s executive’s ability to function. This denial is now the subject of a grievance that is headed to arbitration.

  • AU has told AUFA its staff members will no longer be eligible to participate in AU’s benefits plan (at AUFA’s expense) and will no longer be paid through AU’s payroll systems. For years, AUFA staff have participated in AU’s benefit plan (at AUFA’s expense) and their pay has gone through AU’s payroll system at no real extra cost to the employer. The stated rationale for the benefits removal is AU is unwilling to apply for a Blue Cross exception to have AUFA employees on their plan, which other institutions have no problem getting. AU’s refusal to continue this past practice will increase AUFA’s costs and leave AUFA with fewer resources with which to represent its members.

AUFA’s tactics aimed at changing President Fassina’s draft de-designation policy have included:

  • Participating eight months of consultations, where AU has refused to meaningfully discuss the policy implications.

  • Having hundreds of members signing petitions opposing the draft policy.

  • Having dozens of members email and phone the VP Planning and Policy with their concerns.

  • Having member march on the boss during consultation meetings to express their opposition.

To date, these tactics have generated modest changes in the policy. But they have not resulted in the substantive changes necessary to make this policy acceptable to AUFA members. Consequently, AUFA’s executive has authorized an escalation of tactics to increase the cost to AU of de-designating AUFA members. This decision reflects that (1) AUFA cannot force AU to act reasonably but (2) AUFA can increase the costs to AU of acting unreasonably and, (3) if the cost gets high enough, AU will change its behaviour.

With that in mind, last week AUFA began soliciting pledges from other faculty associations that, if AU de-designates AUFA members, the other faculty associations will direct their members not to send visiting students to AU. Should AU force these faculty associations to follow through with their threat:

  • this action will negatively affect AU’s tuition revenue, and

  • this action will almost certainly make the news and damage AU’s reputation.

A letter from the University of Western Ontario Faculty Association (UWOFA) is an example of the correspondence the Board chair will be receiving from other FAs as the first step in this escalation. The UWOFA has gone beyond AUFA’s ask and also indicated that it will be direct its members to decline transfer credits from AU if AUFA members are de-designated.

The assistance of allies is much appreciated and demonstrates that we’re not alone. Faculty across the country think AU’s union busting is unacceptable and President Fassina’s union-busting agenda will have institutional consequences.

This fight to let AUFA members—not the employer—decide which union (if any) will represent them will, however, ultimately be won by AUFA members applying pressure to AU’s Board of Governors. Additional escalation will likely be necessary to convince the Board that Fassina’s union busting needs to be reined in.

To that end, we encourage you to book time to attend the online BoG meeting on September 11. At this meeting, the BoG will consider AU’s proposed de-designation policy. BoG meetings are open to the public and we will pass along login information when it becomes available.

Bob Barnetson, Member

Membership Engagement Committee