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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

Upcoming AUFA Elections

Elections for the AUFA Executive and committees will take place at the upcoming Spring General Meeting on Tuesday, May 31, 1:30–4:00pm MST. This blog post outlines the positions that will be elected and highlights other ways to get involved in AUFA.  

Nominations for all elected positions will be open until the final call during the Spring General Meeting (that is, individuals can be nominated from the floor during the meeting). However, if you would like to nominate yourself (for any position) in advance and have a candidate statement included in the meeting package, please send this to Brenda Skayman by end of day Friday, May 20.  

Executive 

The AUFA Executive includes five officers (President, Vice-President, Treasurer, Secretary, and Past President) and up to nine member representatives (also called constituency representatives). Each of these positions, with the exception of Past President, will be up for election as part of the Spring General Meeting. The one-year term will begin on July 1, 2022, and end on June 30, 2023.  

The time commitment and scope for these positions varies, as there are few rigid requirements in the current AUFA bylaws. In addition to regularly attending AUFA Executive meetings, officers or member representatives may chair or serve on other AUFA committees, attend conferences or meetings of umbrella or allied organizations, or participate in other initiatives undertaken by the AUFA Executive. For example, the incoming AUFA Executive may choose to pursue projects related to the Equity Audit that is currently underway.  

Questions about any of these positions can be directed to Jolene Armstrong, AUFA Past President, who chairs the Nominating Committee.  

In addition, the AUFA Executive includes non-voting positions: the two AUFA staff members (Executive Director and Professional Officer) and the AUFA representative on the AU Board of Governors (who is currently one year into a three-year term).  

Elected Committees 

Also up for election will be several committee positions. The AUFA bylaws state that both the Equity and Social Committees will “normally” consist of five members each, though in previous general meetings the AUFA membership has extended more flexibility to these committees to expand this number. The terms for elected members of these committees will be one year, from July 1, 2022, to June 30, 2023. For more information, contact the AUFA office to be connected with current committee members.  

As well, there are two committees outlined in the collective agreement that will be up for election this year, each with two-year terms (from July 1, 2022, to June 30, 2024): 

  • Professional appeals: Five non-probationary, full-time professional staff members—three primary members, two alternates. See Article 9.5.10.a in the collective agreement for more.  

  • Professional appeals with respect to position evaluation: Five non-probationary, full-time professional staff members—three primary members, two alternates. See Article 9.6.4 in the collective agreement for more. 

There is also an academic appeals committee (Article 9.5.10.b in the collective agreement), but this committee is currently in the middle of a two-year term and will be up for election in 2023. Contact the AUFA office or Jolene Armstrong for more information about these committees.  

Appointed Committees  

There are also a number of committees that are appointed by the AUFA Executive.  

The AUFA Executive is currently seeking interest in serving on the Occupational Health and Safety committee. Two members are required to serve on the single, central joint committee that includes employer representatives as well as representatives from each bargaining unit (AUFA, CUPE, and AUPE). These positions are appointed by the AUFA Executive; contact the AUFA office or current OHS representatives (Rhiannon Rutherford or Bob Barnetson) for more information.  

Other appointed committees include the Grievance, Membership Engagement, and Joint Benefits committees. Contact the AUFA office for more information on these committees.  

 

Jolene Armstrong 

AUFA Past President 

Chair, Nominating Committee 

More Details on Digital Picketing

Back in December, AUFA’s Job Action Committee (JAC) provided an overview of flying (i.e., in-person) and digital picketing. As a potential strike and/or lockout looms, this post provides additional details about digital picketing during the first few weeks of any work stoppage. An earlier post this week provided some additional details on flying pickets. 

Overview of Digital Pickets 

If a strike or lockout occurs, AUFA will be organizing four kinds of digital picketing to start with: 

  • recruiting individuals to sign AUFA’s online petition,  

  • sharing materials on social media,  

  • contacting selected individuals (administrators, university donors, MLAs) by phone and email, and  

  • contacting non-striking staff to check in on them and ask them to honour our picket line. 

Each day AUFA members will receive updated instructions about digital picketing activities.  

Some forms of digital picketing will entail the use of email or social media accounts. Members interested in creating anonymous email and social media accounts can follow these instructions. 

Instructions for email: Disposable email account - How to.pdf

Instructions for social media:  Disposable Twitter account - How to.pdf

Recruiting Individuals to Sign AUFA’s Online Petition 

AUFA will be launching an online petition that emails each petition signature to key actors at AU. Petition signatories will be pledging not to enroll in an AU course and not to recommend AU to others until a fair deal is concluded. The purposes of the petition are to: 

  • easily allow allies and the public to support us, and 

  • apply reputational and financial pressure to settle by demonstrating large numbers of interested students are refraining from registering in AU courses until the strike ends.  

Individual AUFA members will be asked to use their networks of family, friends, colleagues, and acquaintances to solicit five (or more!) signatures per day. This work will supplement our in-person leafletting work with current PSE students on campuses that send AU significant numbers of visiting students. 

What to do: 

  • Each day, contact five people you know individually by phone, video chat, email, text, or by seeing them in person. If you are nervous about this, start close to home with family and friends. 

  • Explain you are on strike, and that you need two minutes of their time to help us get a fair deal. 

  • Ask them to sign the online petition (link and QR code provided). 

What not to do: 

  • Do not mass email your contact list; that approach is ineffective. Personalized communications matter. 

Sharing Materials on Social Media 

AUFA will be providing a daily shareable (e.g., photos, memes, infographics) for members to share on social media. The purposes of these shareables are to: 

  • generate public awareness of the strike by flooding social media spaces,  

  • apply reputational pressure on the employer to settle, and  

  • drive traffic to our online petition. 

What to do: 

  • Share the memes on your social media accounts (e.g., Facebook, twitter, Instagram, Reddit, TikTok, and so on). 

  • Where a social media platform uses tags, ensure you use: #AUFAStrike #AthabascaU 

  • Express how the employer’s behaviour is affecting you, such as “I’m tired to being treated poorly”, “I miss my students”, or “I’d rather be working”. 

  • If you would like to add your own comments to a post, consider making a clear demand, such as “negotiate a fair deal” or “fair wages now”. 

  • Direct interested people to our online petition. 

What not to do: 

  • Do not engage with online trolls; they are not making good-faith arguments, are a waste of time, and are best ignored and/or blocked.  

Contacting Selected Individuals by Phone or Email 

AUFA will be providing a rotating list of the names, emails, and/or phone numbers of selected individuals for members to contact. These individuals are people who may be able to help us get a fair deal. This list will include members of Athabasca University’s Board of Governors and Executive Group, as well as donors, and MLAs. The purposes of these contacts are to: 

  • generate awareness of the strike among key audiences, and 

  • apply pressure (social, reputational, and financial) on the Board to settle. 

What to do: 

  • Each day, contact the identified individuals by phone or email. 

  • Explain you are on strike, and you need their help to get a fair deal. 

  • Ask Board and executive members to negotiate a fair deal. 

  • Ask donors to stop donating to AU for the duration of the strike and to tell AU that they plan to halt any donation until AUFA gets a fair contract. 

  • Ask MLAs to direct AU’s Board to negotiate a fair deal. 

What not to do: 

  • Do not mass email individuals; as noted above, that approach is ineffective. 

Contacting Non-Striking Staff to Check-in and Ask for Support 

AUPE and CUPE staff will continue to work during a strike. This will be a stressful time for our colleagues. We will be asking AUFA members to call a small number of our non-striking colleagues each day to check in on them.  

During this call, you might also tell them how the strike is going for you and thank them for declining to perform AUFA work during the strike. The purposes of these calls are to: 

  • ensure non-striking staff are okay, 

  • convey general information about the strike to non-striking staff, and 

  • ensure they are aware they can refuse to perform struck work. 

What to do: 

  • Each day, contact a few non-striking staff that you know. 

  • Have a short, polite chat about how they are doing and also how the strike is going. 

  • Thank them for their hard work and for respecting the AUFA strike.  

What not to do: 

  • Do not keep people on the phone for longer than 10 minutes. 

  • Do not call anyone who has asked you not to call them. 

JAC hopes this additional information is helpful in explaining what digital picketing will look like initially. As the strike and/or lockout goes on, we may change tactics.  

If you have questions about digital picketing, please direct them to me at barnetso@athabascau.ca

 

Bob Barnetson, Chair 

Job Action Committee 

AUFA Statement on Academic Freedom for CUPE 3911

Our academic colleagues in CUPE 3911 who perform tutorial work at Athabasca University are currently bargaining with the employer and a key item for the CUPE team is granting academic freedom to their members.

AUFA executive has moved that we stand in solidarity with CUPE 3911 and that all academic workers must have academic freedom. Freedom to pursue scholarship without interference or censure of the employer is fundamental to academic work. All workers deserve freedom of conscience at their workplace.

In solidarity,

David Powell

President, AUFA

Strike prep: 500 days without a contract


Today marks the 500th day that AUFA members have been working without a contract. Indeed, we don’t even have a full opening offer from the employer yet. AU’s bad-faith bargaining is making it impossible to negotiate a new contract. Since the employer won’t bargain, AUFA’s Job Action Committee (JAC) has begun preparing for what seems like an inevitable strike.

A few weeks ago, JAC asked members to suggest tactics designed to pressure AU to agree to an acceptable contract settlement. A credible strike threat is necessary to get a fair deal at the table, and AUFA members should have some input into the tactics AUFA employs.

This blog outlines a high level overview of some of those member-suggested tactics. It also answers some of the questions AUFA members asked JAC. Over the coming weeks, JAC will discuss these tactics in some detail, as well as strategize when and how best to use them.

Suggested Tactics

The suggested tactics fall into three broad categories:

  • Operational: When AUFA members withdraw their labour, AU processes that rely on AUFA members’ work will slow or stop.

  • Financial: A strike (or its prospect) disincentivizes students to enrol in courses, thereby reducing institutional revenue.

  • Reputational: Strike-related communications (before or during a strike) can do long-term damage to AU’s reputation as a good place to work or go to school.

AUFA members suggested four main operational tactics:

  • a work slowdown or working to rule,

  • refusing certain or additional work assignments,

  • signing a “no scabbing” pledge with AUPE and CUPE, or

  • fully withdrawing labour (i.e., a strike).

AUFA members suggested a number of ways to apply reputational pressure to AU. In these examples, please read “bosses” as meaning members of both AU’s executive and AU’s Board of Governors.

  • contacting bosses and/or politicians (in person and electronically),

  • bringing in a mediator to bargaining sessions (creating an observer effect),

  • holding a non-confidence vote in AU’s bargaining team or the Board,

  • conducting a media campaign highlighting AU’s bargaining position and behaviour,

  • organizing information pickets (e.g., pickets, car convoys, leafleting) that target bosses and MLAs’ homes, offices, and businesses, as well as meetings of the Board of Governors,

  • publicizing data related to bosses’ salaries and administrative bloat,

  • informing and/or pressurizing the new president about how AU’s bargaining is affecting staff relations, and

  • organizing a national campaign of censure over AU’s bargaining approach.

AUFA members suggested a number of ways to apply financial pressure to AU, including:

  • organizing a student boycott for the duration of any work stoppage, and

  • asking colleagues to refrain from recommending that students attend AU or accept transfer credits from AU until bargaining is settled.

A small number of members noted that a work stoppage would lead to students experiencing delays in completing their education. Other members identified the risk that reputational harm might persist after a new contract is settled.

Questions

Members asked a number of questions. JAC has endeavoured to answer them below.

Q: Will AU save money during a work stoppage?

A: AU’s expenses during a work stoppage will decline because it will not pay AUFA salaries or benefits. This means that, for a strike to be effective, the financial impact of a work stoppage on AU’s revenue must be sufficiently large to offset these savings.

Q: Will we lose our jobs if we strike?

A: Unlikely. Alberta’s Labour Relations Code bars employers from terminating staff for participating in a strike. Article 12 of our collective agreement does allow AU to lay off staff (with notice), but AU would only be permitted to do this if a) “the employer permanently discontinues some or all of its operations, or no longer employs employees to do certain work” or b) AU is able to show financial exigency.

It is of course possible that AU will trigger a reduction in tuition revenue by forcing AUFA to strike. But AU normally manages enrollment fluctuations by reducing CUPE members’ teaching loads, so the risk of layoffs resulting from a strike is very low.

Q: How will I afford to live during a work stoppage?

A: A few weeks ago, AUFA provided information about strike pay and benefits as well as strategies AUFA members may wish to use to prepare for the financial impact of a work stoppage.

Q: Will the reputational harm cause long-term damage to AU?

A: Maybe. AU’s approach to labour relations over the past few years (e.g., repeatedly seeking unnecessary rollbacks to our collective agreement, adopting an unnecessarily antagonistic approach to labour relations, trying to bust the union) has made AU a less attractive place to work. Forcing AUFA to strike would only reinforce this view. A strike would also make AU look like an unreliable provider of education. AU could avoid these outcomes by changing its behaviour, both at the bargaining table and in the workplace more generally.

Q: Why does AUFA use Lego graphics in its blog posts and information updates?

A: Lego is a low-cost way to create custom graphics that convey the gist of AUFA blog posts and information updates in a quick and accessible way. These graphics drive up readership of the blog in a way that clip-art posts or posts with no graphics do not. The graphics also attach costs to bad behaviour by AU’s executive (e.g., by lampooning them) which, over time, appears to reduce their willingness to continue behaving badly.

Q: What is the status of the unfair labour practice complaint AUFA filed?

A: AU has delayed the hearing of the unfair labour practice complaint (as well as AUFA’s application for an ESA exemption) by providing few dates when AU is available to attend Labour Board meetings and hearings as well as by continually asking AUFA for additional information.

Q: Why is AUFA talking about a strike while bargaining is still underway?

A: Planning a successful strike takes time, so we need to start now. Members also need time to prepare. Preparing publicly to strike gives AU time to recognize that the threat of a strike is real, to consider whether it wants to alter its behaviour to avoid one and, instead, to negotiate a new contract (which is the ultimate goal).

Q: Is it common to wait until the end of bargaining to negotiate wages?

A: Sometimes parties choose to negotiate language before tackling monetary issues (e.g., AU and AUPE Local 69 are doing this). This decision is often justified as being a way to gain momentum at the table before tackling harder issues like wages.

It is worth noting, however, that the supposed dichotomy between monetary and non-monetary issues is a false one. Almost every piece of contract language has monetary implications.

One of the consequences of settling language issues before talking money is that doing so reduces the number of bargaining chips available to AUFA (and AU, for that matter) to structure a final deal that is acceptable to both sides.

Given AU’s track record and its lawyer’s assertion that AU’s full proposal is so bad that AU expects AUFA to strike, AUFA’s bargaining team thinks it is advisable to see the entirety of AU’s opening proposal before agreeing on any changes.

Q: Why is AUFA focused on complaining about AU not providing a full offer instead of telling us about wins at the table?

A: AUFA’s bargaining team provides updates after each set of bargaining dates. There have been no wins at the table to report. This is, in part, because AU’s partial opening offer contains a large number of rollbacks for which there is no justification.

Further hampering bargaining is AU’s unwillingness to present a full opening offer (see question above). It is unfortunate that AUFA has to pressure AU into doing the bare legal minimum required to engage in good-faith bargaining. But that’s a function of how AU is approaching bargaining.

Bob Barnetson, Chair

AUFA Job Action Committee