PSAC LOCAL 610
The UWO Graduate Teaching
Assistants and Postdoctoral
Associates Union
TA Handbook 2015
Call 519.661.4137 • Visit www.psac610.ca
Email psac610@psac610.ca
Drop by Rm. 1313, Somerville House
Contents
The Public Service Alliance Of Canada
Structure of the Local
• Constitution, Bylaws, and Policies
• Members
• Executive and Non-Executive Officers
• Chief Stewards
• Departmental Stewards
• Committees
How Does The Collective Agreement Work?
• The Collective Agreement (CA)
• Your Letter of Offer
• Your Duties Specification Agreement (DSA)
• Grievances
What Are The Key Functions Of The Local?
• What Happens During the 2015 Bargaining
Year?
• Resolving Workplace Problems
• Benefit and Financial Assistance Programs
• Political Action
Your Workplace Rights
• Union Activity
• Duty to Accommodate
• Discrimination and Harassment
Getting Involved in the Local
• Sign Your (Blue) Union Card
• Become a Steward
• Join a Committee
• Attend General Membership Meetings
• Stay Informed
• Attend Your Department’s Solidarity Social
For More Information…
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The Public Service Alliance Of Canada
The PSAC represents more than 170,000 workers across
Canada. As Teaching Assistants (TAs), we are members of
a Directly Chartered Local, Local 610, within the PSAC that
is structured to meet the specific needs of our workplace.
Postdoctoral Associates at Western are also part of our
Local, although they comprise a separate bargaining unit
with its own collective agreement with the Employer. The
Local regularly communicates and often collaborates with
PSAC Local 555 at the University of Ontario Institute of
Technology and PSAC Local 901 at Queen’s University on
matters of mutual interest to our members as academic
workers. The PSAC is also connected to the broader
Canadian labour movement through its affiliation with the
Canadian Labour Congress.
Structure Of The Local
Constitution, Bylaws, and Policies
The PSAC Local 610 is governed by the PSAC constitution,
but its daily operations are regulated by the Local’s bylaws
and policies. The bylaws and policies define how union
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officers are selected, what they are responsible for, and how
decisions of the Local are made and implemented. Periodic
amendments to the bylaws can be made if approved by the
members at a General Membership Meeting. Policies are
annually reviewed by committees to whom they apply and
are endorsed and amended if necessary by the Executive
Committee. For more information, you can review the PSAC
constitution at psacunion.ca and all of the Local’s bylaws
and policies at psac610.ca, the Local’s website.
Members
The very foundation of the Local is its
members. The union exists because
TAs at UWO collectively agree to
organize in order to promote their
shared interests as employees of the
university. The strength of the Local is
dependent upon the engagement,
solidarity, and mobilization of all of its
members. So get involved today!
When you accept employment as a TA at UWO you
automatically become eligible for membership in the Local.
Once you are eligible, you can become “a member in good
standing” by signing a union card. If you have not received a
union card yet, or if you have misplaced it, you can pick one
up at the Local’s office.
If you choose not to sign a union card, you will still be
protected under the terms of our Collective Agreement (CA)
and by law must still continue to pay union dues, but you will
not be able to access the member benefit programs, such as
the Extended Health Plan and Financial Assistance Fund.
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Executive and Non-Executive Officers
Executive and Non-Executive officers are elected each year
by the members of the Local. The elections normally occur
each April.
The Executive Officers, who form the Local’s Executive
Committee (EC), are the ff.:
President
president@psac610.ca
Community Chair
community@psac610.ca
Administration Chair
administration@psac610.ca
Chief Steward Arts & Humanities
artschief@psac610.ca
Chief Steward Biological Sciences
bioscichief@psac610.ca
Chief Steward Physical Sciences
physicalscichief@psac610.ca
Chief Steward Post Doc Assocs.
postdocchief@psac610.ca
Chief Steward Social Sciences
socialscichief@psac610.ca
Communications Chair
communications@psac610.ca
Finance Chair
finance@psac610.ca
In general, the EC is responsible for deciding how to use the
Local’s resources, for the administration of member benefit
programs, and for representing the membership both within
and outside of the university.
It also monitors the
implementation of the Local’s Collective Agreement and
provides critical support for the resolution of emerging
workplace issues and grievances. The EC also engages the
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Local with the broader social justice and labour movements
in Canada.
The Non-Executive officers of the Local are the:
Ombudsperson
ombudsperson@psac610.ca
Occupational Health
And Safety Officer
healthandsafety@psac610.ca
Chief Returning Officer
cro@psac610.ca
Chief Stewards
The Local divides the faculties and departments at UWO into
four divisions: Arts & Humanities, Biological Sciences,
Physical Sciences, and Social Sciences. A Chief Steward is
a member in good standing elected each year by the
members within a division and serves as an Executive
Officer.
Chief Stewards oversee the work of and assist Departmental
Stewards.
They gather information about work-related
problems from Departmental Stewards and members and, in
turn, inform the Executive Committee of any issues that arise
from the working conditions of the membership.
It is important to know who your
Chief Steward is because he or she
will provide you with direct
assistance in the event that you
experience a workplace issue. In
the event that you and the
Employer are in disagreement over
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the implementation of the terms of the Collective Agreement,
the Chief Steward and your Departmental Steward will work
with you, up to and including the filing of a formal grievance,
to help you achieve a satisfactory resolution.
Departmental Stewards
Stewards are the most direct line of communication between
the Local’s members and the Executive Committee. They
assist members in addressing workplace issues and relay
information about these issues to the
Executive Committee. They are always
ready to answer questions members may
have
regarding
benefit
programs,
grievance procedures, workers rights,
keeping track of work hours, etc.
Stewards are selected annually by their departments during
the month of September. Each department, which has its
own method of selecting stewards, is entitled to one steward
for every 25 TAs. Officers from your department’s graduate
student association will contact you to let you know how
Stewards are normally selected in your department. The
selection of Stewards should not be made by TA course
supervisors or faculty members.
Stewards must attend an introductory training session in the
Fall term, as well as Stewards Meetings, which generally
occur once a term. During these meetings, Stewards vote
on bylaw changes, the Local’s annual budget, and other
motions that may arise.
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Committees
Much of the Local’s important decision-making and valuable
work is done by members who volunteer their time and talent
in committees. The Local has several standing committees
that help to administer the Local’s member benefit programs,
prepare the Local for contract negotiations, develop the
Local’s annual budget,
pursue social justice
goals in the wider
community, etc.
At
times, special ad hoc
committees are formed
to address specific
needs.
Committee
involvement is a great
way
to
directly
participate in the activities of your union. Watch out for
announcements in the Local’s email newsletter from
committees looking for members!
The Local’s committees include:
•
Bylaws Committee
•
Communications Committee
•
Finance Committee
•
Financial Assistance Committee
•
Food Bank Committee
•
Mobilization Committee
•
Political Action and Social Justice Committee
•
Scholarships Committee
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For more information about the activities and responsibilities
of each committee, visit psac610.ca.
How Does The Collective Agreement Work?
The Collective Agreement (CA)
The Collective Agreement (CA) is a legally binding,
collectively bargained contract that is periodically
renegotiated and outlines the rights and responsibilities of
TAs on the one hand and our Employer, the University of
Western Ontario, on the other. The articles contained within
the CA outline the terms of your employment, including your
working conditions, wages, benefits, rights, protections, and
responsibilities. Both the Local and UWO are legally obliged
to abide by this agreement.
The latest CA, which had been
valid since September, 2012,
expired on August 31, 2015.
However, as PSAC Local 610
and
the
Employer
now
negotiate for a new CA, both
parties are committed to
recognizing and complying with
the terms of the 2012-2015 CA
until the new one is ratified.
(An electronic copy of the latest CA can be accessed on the
Local’s website at www.psac610.ca.) In the Winter term of
2015, PSAC Local 610 surveyed the membership in order to
determine the needs and issues TAs confront across
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campus. The analyzed survey results inform your Bargaining
Team’s strategy, objectives, and demand prioritization during
contract negotiations with the Employer. See page 13 for
more information on the 2015 Bargaining Year.
Your Letter of Offer
When UWO offers you a position as a TA, you are presented
with a Letter of Offer. The contents of the letter are specified
in Article 13.03 of the 2012-15 Collective, which states that:
“Prior to the commencement of duties, each employee will
receive a general letter confirming the following: full or partial
Graduate Teaching Assistantship and salary; and, if known,
duties and responsibilities; commencement and termination
date of these duties and responsibilities; hours of work;
course number(s) and name of the immediate supervisor.”
The Letter of Offer verifies that the conditions of your
employment are governed by the Collective Agreement; it is
important that you keep a copy of the letter in your records.
Your Duties Specification Agreement (DSA)
Article 17 of the 2012-15 CA, entitled “Hours of Work,”
specifies that a full Graduate Teaching Assistantship is a
position that requires an average of ten (10) hours of work
per week, normally up to a maximum of 140 hours per term
or 280 hours per year. Unless agreed to, an employee
cannot be required to work:
•
More than twice the set weekly average in any one week
during the work period;
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•
Nor can hours be carried forward from one term to
another;
•
An employee shall not be required to work outside of
their set term of employment; and
•
No employee shall be required to work more than eight
hours per day.
At the beginning of each term, your
TA supervisor will present you with
a Duties Specification Agreement
(DSA) that divides the hours of your
contract among the various duties
that you and your supervisor agree
you will perform. In some cases,
you may be able to distribute the
hours you will work across specified duties in consultation
with your supervisor. This includes any and all necessary
training to perform your duties as specified. You are entitled
to receive a signed DSA (Article 17.04), and this letter
should be kept in your records.
The DSA functions as a contractual agreement between you
and your supervisor. It also functions as a description of the
Employer’s expectations that both you and your supervisor
have agreed to and can refer to if necessary. For example,
if you are suddenly required to perform a different task than
the ones you agreed to in your DSA and you are not
comfortable with the change, your letter can be used to show
that you cannot be required to do work that you have not
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agreed to. If at any time you feel that your workload does
not correspond to what you agreed to in your DSA, contact
your Departmental Steward or Chief Steward and inform
them of your situation right away.
Each member is strongly encouraged to diligently keep
track of the hours they spend doing TA work in a time
sheet. Doing so will not only help you manage your
time, but may prove extremely useful if and when
workplace issues arise.
Grievances
A grievance is a complaint about something the Employer or
your TA supervisor did or did not do and involves of any one
or more of the following:
•
•
•
A violation of the Collective Agreement
A violation of federal or provincial employment law
An instance when the Employer changes the way
they apply the language of the Collective Agreement
Article 11.01 of the 2012-15 Collective Agreement defines a
grievance as “any work-related dispute
arising out of the interpretation,
application, administration or alleged
violation of the specific terms of this
Agreement. It is the mutual desire of
the Union and the Employer that
grievances should be addressed as
quickly as possible.”
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Whenever you experience a workplace problem, get in touch
with your Departmental Steward or Chief Steward right
away. He or she can help to determine whether the issue
you have encountered is one that is directly covered by the
Collective Agreement or relevant labour legislation. Most
complaints do not need to be pursued through the formal
channels of the grievance process. Rather, the majority of
workplace problems are successfully resolved informally
between a TA, with an officer of the Local acting on his or
her behalf, and the Employer/TA supervisor. Even if you do
not wish to pursue an informal or formal resolution to your
problem, it is important to bring the issue, anonymously if
you prefer, to the attention of your Departmental or Chief
Steward. This feedback would be useful information to have
when the Local negotiates the terms of our Collective
Agreement; it also would help union officers prevent similar
problems from occurring.
If a grievance does needs to be filed, the Local will support
you every step of the way. Moreover, you cannot be
penalized or subject to discrimination for seeking assistance
from the union. If the terms of your employment are
violated, you have the legal right to request that they be
upheld.
What Are The Key Functions Of The Local?
The Local functions in the direct interests of its members by:
•
•
Bargaining for a fair Collective Agreement
Helping to resolve workplace problems
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•
•
Providing benefit and financial assistance programs
Engaging in political action that promotes social
justice and the interests of members as academic
workers
What Happens During the 2015 Bargaining Year?
Your local periodically engages in collective bargaining with
the university, our employer, in order to ensure that you
enjoy the best possible compensation, benefits, and working
conditions. Fortunately, our local has succeeded in obtaining
significant gains for members over the years, including wage
increases, without ever having to take strike action. Because
the 2012-15 Collective Agreement expired at the end of
August, this coming 2015-16 academic year is a bargaining
year.
The
Local’s
Negotiating
Committee,
consisting
of
members and Local executive
officers, formed last year and
worked from January to July to
prepare
for
bargaining.
Through an online survey,
departmental solidarity events,
and open meetings, the Committee reviewed the Collective
Agreement, assessed members’ workplace issues, and
developed demands for bargaining. The Local’s 2015
Bargaining Team has set bargaining dates with the
Employer for the fall term; it will present the membership’s
demands and negotiate for a fair contract on behalf of the
Local with the assistance of a PSAC negotiator.
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Once a new Collective Agreement is negotiated, the terms of
the new contract will be presented to the membership for
ratification. The Local would only go on strike if talks break
down and the membership votes in favour of a strike, so it is
a decision that is collectively determined by individual TAs
working in all departments and faculties across campus.
Some of the rights and benefits the Local has successfully
gained through previous rounds of bargaining include:
•
•
•
•
•
•
•
Academic conference leave
Bereavement leave
Gender reassignment surgery leave
Parental leave
Pay increases
Pregnancy leave
Sick leave
While the Local has since its inception been able to avoid
strike action it is always a possibility. As unified academic
workers we all have to stand together in solidarity and
support one another in the never-ending struggle for a better
workplace. Help your Bargaining Team by keeping up the
pressure on the Employer to provide optimum and adequate
wages and support! To
find out how to get
involved, watch out for
announcements in the
newsletter and
website or get
in touch with us
today!
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Resolving Workplace Problems
Section 74 of the Ontario Labour Relations Act states that “a
trade union or council of trade unions, so long as it continues
to be entitled to represent employees in a bargaining unit,
shall not act in a manner that is arbitrary, discriminatory or in
bad faith in the representation of any of the employees in the
unit, whether or not members of the trade union or any
constituent of the council of trade unions, as the case may
be.”
This clause is referred to as the Duty of Fair
Representation and means that the union must represent all
members fairly and in good faith.
As noted above, the Collective Agreement contains articles
that outline how workplace problems encountered by TAs
are to be resolved between the TA and
the Employer.
It is important to
reemphasize that most issues/grievances
are resolved through an informal
discussion; this constitutes the first stage
of the grievance process. A conversation
with a TA course supervisor or with the
department (e.g., the Chair or Grad Chair)
explaining the details of the Collective
Agreement in relation to a complaint is often sufficient to
resolve a problem.
If you experience a workplace issue or feel that your working
conditions violate the terms of the Collective Agreement, the
first person to contact to discuss the issue is your
Departmental Steward. Your Department Steward may seek
further assistance from your Division’s Chief Steward, as
well as other members of the Executive Committee. When a
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formal grievance is filed, the PSAC provides the Local with
advice, support, and legal assistance, if and when needed.
The terms of our employment are also covered by the
Ontario Human Rights Code, the Ontario Labour Relations
Act, the Occupational Health and Safety Act, and UWO’s
Non-Discrimination/Harassment Policy. These pieces of
legislation and this policy, in addition to the terms of the
Collective Agreement, can also be used to help resolve
workplace problems.
Other on-campus resources that you can access free of
charge to help you resolve work-related problems include:
1) Equity and Human Rights Services
Provides information and support to all members of the
university community related to issues regarding
employment and human rights, equity issues, as well as
harassment, discrimination, and bullying.
For more
information
see
the
EHRS
website
at:
www.uwo.ca/equity/.
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2) Office of the Ombudsperson
Provides free, confidential, and impartial
advice to students who encounter
university related problems or concerns.
For
more
information
see
the
website
at:
Ombudsperson’s
www.uwo.ca/ombuds/.
Benefit and Financial Assistance Programs
Extended Health Plan (EHP)
This
is
a
supplementary
health care plan that
provides
some
additional coverage
for certain medical,
dental, and vision related expenses not insured or not
insured in full by OHIP/UHIP or a private health care plan,
such as that offered by the Society of Graduate Students
(SOGS). If you serve as a TA during at least one semester
of the current academic year, regardless of the number of
hours you work, you may be reimbursed for eligible
payments made at any time during this academic year up to
a specific maximum for the year. All applications are kept
confidential and are reviewed by the Local’s EHP
Administrator. For details, including information on the
expenses that qualify for reimbursement and the maximum
amount that you may claim, visit psac610.ca.
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Financial Assistance Fund (FAF)
The Financial Assistance Fund exists to assist members
who experience unexpected financial need. The fund is
structured into four streams: Medical Emergencies; Personal
Emergencies; Academic & Conference Travel; and the Child
Care Subsidy. Please visit psac610.ca for complete
details.
1) Medical Emergencies
Members can apply for some financial assistance to
cover emergency medical or dental bills including bills
incurred outside of Canada. To be eligible, a TA must
have first exhausted all of his or her OHIP/UHIP, private
health care plan insurance (i.e., SOGS), and PSAC Local
610 EHP coverage.
2) Personal Emergencies
Members can apply for
some financial assistance
to cover expenses related
to
bereavement
travel,
separation
from
a
spouse/partner, and/or loss
of property due to an
unforeseen catastrophe, such as a fire or flood.
3) Academic & Conference Travel
Members can apply for some financial assistance to
cover expenses related to conference travel and
academic work that have not been funded by other
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sources. Conference and membership fees are not
eligible. Each member applying for conference travel
assistance must provide proof of participation as a
presenter. Applicants must demonstrate that they have
first applied to their departments and to SOGS for travel
funding.
4) Child Care Subsidy
This stream is designed to help members offset the
considerable cost burden of accessing quality child care
while they complete their work as TAs. Members are
encouraged to also apply for SOGS Child Care Subsidy
assistance. Only receipts from licensed childcare
providers and programs are considered.
The Food Bank
The food bank program is
available to TAs who are
facing financial difficulties
and who are having a hard
time meeting their most
basic needs.
The food
bank distributes benefits to
members in the form of grocery store gift cards. Successful
applicants will receive $50 plus an additional $25 for every
dependent in his/her household, including domestic partners
and children. Members are eligible to receive assistance
from the food bank once per term.
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Scholarships
In the past, the Local has recognized the academic,
research, and community service achievements of
outstanding members with modest financial awards. As of
press time, this program is under review. For updated
details, please visit psac610.ca.
It is important to bear in mind that in order to be eligible to
apply for any of the Local’s benefit programs, a member
must have signed their union card and be a member in good
standing! Please also note that PSAC Local 610’s
member benefit programs may change when the new
Collective Agreement takes effect. Please visit
psac610.ca for forms, more details, and contact
information. Contact ehp@psac610.ca for EHP inquiries
and psac610@psac610.ca for questions on all other
benefit programs.
Political Action
Members of the Local regularly engage in political action that
seeks to promote our interests as academic workers and as
activists within the broader labour and social justice
movements.
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In 2012, union members organized a silent demonstration to
show the Employer that the Local was ready to stand up and
fight for its interests if it did not meet our demands at the
bargaining table. In 2012, the Mobilization Committee also
staged a “marking demonstration” to build solidarity amongst
the undergraduate student population at UWO while the
Local was negotiating a new contract.
In 2014, in collaboration with the Society of Graduate
Students, members participated in silent demonstrations to
protest the university’s new strategic plan and to advocate
for post-residency fees for both Masters and Doctoral
students.
The Local also supports a broad range of social justice
issues. In recent years, it has done this by providing
donations to GenPop and the on-campus Indigenous Food
and Medicine Garden, and by marching in the annual
London Pride parade.
Your Workplace Rights
Union Activity
Article 5.03 of the 2012-15
Collective Agreement states:
“The Employer recognizes the
right of every member to
participate in the official activities
of the Union, and it shall not
interfere with this right.”
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This means that you cannot be discriminated against for
participating in union activities by the Employer, your TA
supervisor, your academic advisor, or your department’s
Chair or Grad Chair. Your right to participate in the activities
of the Local is protected by the Collective Agreement!
Duty to Accommodate
Both the Local and the Employer acknowledge the Duty to
Accommodate. This principle refers to an organization’s
responsibility to ensure that no person experiences barriers
to resources, opportunities, or employment that impede, or
unduly affect any group designated by the Human Rights
Code. For example, if you develop a physical condition that
affects your ability to do your job as it is currently described,
the Employer is legally obligated to develop a new set of
duties that you are be able to perform. Your disability must
not impede you from discharging these duties.
In light of the Duty to Accommodate, article 22.01 of the
2012-15 Collective Agreement states:
“The Employer and the Union support the application of the
Rehabilitation and Accommodation Program which applies a
collaborative approach to supporting ill or injured employees
remaining at or returning to work regardless if the illness or
injury was work related. Employees will participate in such a
program, if possible, in light of their medical condition. The
Program is focused on the coordinated efforts of the
individual, his/her physician, his/her supervisor and the
Rehabilitation Coordinator. Individuals attending meetings
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regarding their rehabilitation and accommodation program
may be accompanied by a representative of the Union.”
If you become eligible for the Rehabilitation and
Accommodation program, you may be required to provide a
medical certification of the illness and injury. In addition, it is
your responsibility, in the event of any illness-related
absences, to inform your TA supervisor of your medical
status and tentative return to work date at least every two
weeks.
Discrimination and Harassment
Article 20.04 of the 2012-14 Collective Agreement prohibits
discrimination on the basis of:
•
Race, colour, ancestry, place of birth, ethnic or national
origin, citizenship; or
•
Creed, religious, or political affiliation or belief or practice;
or
•
Sex, sexual orientation, gender identity or expression,
physical attributes, marital status, or family status; or
•
Age; or
•
Physical or mental illness or disability; or
•
Place of residence; or
•
Record of offenses for which a pardon has been granted;
or
•
Membership or participation in the Union.
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Furthermore,
the
2012-15
Collective Agreement prohibits
harassment, which is defined in
Articles
20.06-20.11
as,
“engaging in a course of
vexatious comment or conduct
that
is
known
or
ought
reasonably to be known to be
unwelcome.”
This includes
sexual harassment, personal
harassment, and workplace harassment.
Anyone who believes they are encountering any form of
discrimination or harassment may pursue resolution through
Western’s Equity and Human Rights Services or, if it occurs
as part of a graduate student’s work as a TA, through the
Local’s grievance process.
Getting Involved In The Local
Sign Your (Blue) Union Card
Become a member in good standing simply by signing your
union card. If you have not received one yet or if it has been
misplaced, you can pick up a new one at the Local’s office.
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As a member in good standing, you will have access to the
Local’s full range of benefits and financial assistance
programs.
Become a Steward
At the beginning of each academic year, the Local
distributes a callout for Stewards from each department. Are
you are interested in helping your colleagues resolve
workplace issues? Are you interested in contributing to the
Local’s efforts to gather information, make sound policy and
budgetary decisions, uphold the terms of the Collective
Agreement, and stay in touch with the membership? If you
are, become active within the union by serving as a Steward
for your department!
Join a Committee
Sitting on a committee enables
you to make a real impact on
how the Local operates. You
can be directly involved in
disbursing the funds of the
union’s financial assistance
program, drafting the annual
budget,
setting
priorities,
developing policy, and modifying the Local’s bylaws, etc.
Getting involved in a committee is a fun and meaningful way
to engage with and contribute to the work of the union.
Committee work also offers you the opportunity to meet
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fellow graduate students outside of your department and to
fulfill non-academic interests.
Attend General Membership Meetings
Keep yourself well informed about what is going on in the
Local by attending the General Membership Meetings that
are scheduled throughout the year. Let your voice by heard
at the debates and directly tell the Local what you think
about the issues that are important to the union.
Stay Informed
Be sure to read the newsletters the Local sends to your
UWO email account. The newsletters contain information
about due dates for benefit and financial assistance
applications, committee call-outs, meeting reminders,
bargaining updates, and relevant labour, social justice
movement, and academic sector related news.
Attend Your Department’s Solidarity Social
For the past few years, the Local has provided Stewards
with funds to host solidarity socials for the members in their
departments. These events are normally held on campus at
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the Grad Club or The Wave. These events aim to provide
members with information about the union, to gather
feedback about possible workplace issues and concerns
from members, to provide members with an opportunity to
get to know their Steward(s), to build solidarity amongst
members, and to build support for the union. Stay tuned for
more information about solidarity socials in upcoming
newsletters and communiqués from your Departmental
Steward(s).
For More Information…
See the Local’s website:
psac610.ca
Follow the Local on Twitter:
@PSAC610
Check out the Local’s Facebook Group Page:
Search for: UWO TA/PD Union - PSAC Local 610
Visit us or call us at:
1313 Somerville House 
519.661.4137
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Notes
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