Following a fifth day of informal mediation, MacEwan University and the Grant MacEwan University Faculty Association (GMUFA) have made progress. The main outstanding item is Article 12 – Workload Assignment.

MacEwan’s proposal aims to support eligible teaching faculty by creating a pathway to request a reduction in scheduled teaching for up to two years. This would allow faculty to advance activities such as teaching or curricular innovation, scholarship, and student supervision or mentorship. As previously communicated, we would achieve this with a commitment to an initial investment of approximately 100 reductions in scheduled teaching, assigning alternate workloads to approximately one-third of faculty who might benefit most from this opportunity.

To implement this new initiative responsibly and fairly, MacEwan sought changes to the existing Workload Review Panel. These changes would allow the panel to review matters involving:

  • The relative weight of the scholarship and service workload components specific to professional resource faculty; and
  • Decisions where the dean’s decision and the chair recommendation on a reduction in scheduled teaching do not align.

We value a collegial approach to decision-making. Our collective agreement and common practices help ensure that faculty can have open, respectful conversations with their chairs and deans about teaching assignments and schedules. These discussions frequently lead to thoughtful changes that work for everyone involved. Since 2020, seven Workload Review Panels have been set up, all focused on reviewing denied requests for reduced teaching. As we look ahead, we see the need for a clear and dedicated process for reviewing teaching assignments – one that focuses specifically on the number of courses a faculty member is asked to teach.

In an effort to reach a tentative agreement during the fifth day of informal mediation, MacEwan proposed an alternative through the mediator: simply maintain Article 12 in its current form. This would mean retaining existing language, including current provisions for alternate workload assignments and the workload review panel of a broader scope. While we would still seek to create avenues for faculty to advance scholarship in the old model, we would not be able to commit to a number of reductions in scheduled teaching where so many variables may be subject to appeal.

Despite our efforts, we were unable to reach an agreement. While this is disappointing, we remain committed to the collective bargaining process and constructive dialogue with the GMUFA. We are attempting to schedule a final meeting to make one last attempt at resolution without the involvement of the mediator. Should this be unsuccessful, we will evaluate next steps, which may include requesting formal mediation. This would involve working with a mediator appointed by the provincial government.

Before formal mediation can begin, MacEwan and the GMUFA must have negotiated an essential services agreement (ESA) and have the agreement accepted for filing by the Labour Relations Board. Negotiations for the ESA continue this week.

An ESA defines which services will continue during a strike or lockout (work stoppage). These services are deemed “essential” because their interruption would endanger the life, personal safety or health of the public or that are necessary to maintain and administer the rule of law and public security.

Sincerely,

Dr. Craig Monk
Provost & Vice-President, Academic

Originally distributed by GlobalMail on May 21