CUASA’s Bargaining Mandate

In a time when the university’s administration has made clear that they are pursuing budgetary choices that will have significant consequences on the working conditions of faculty and librarians at Carleton CUASA’s Negotiating Team remains committed not just to upholding the current high standards of the 2021-2024 Collective Agreement but to making practical and significant improvements to our next Collective Agreement. The following is an overview of the issues CUASA’s Negotiating Team is taking up with the Employer at the bargaining table. For a full review of the bargaining mandate reach out to the Collective Bargaining Committee or speak to your Councillor.

This round, CUASA is bargaining for …

A Manageable Workload for Quality Teaching and Research

Improving the teaching workload through better TA support, manageable class sizes, adequate support for programs, and equitable, transparent, and reasonable process to deal with the assignment of teaching duties.
Ensuring a stable librarians and faculty contingent and replacement for members on sabbatical or leave.
Improving program administration by defining the roles of administrative positions taken by CUASA members and ensuring proper course for these crucial positions.
Improving the ability of all CUASA members to do research.
Addressing Artificial Intelligence (AI) concerns.

Improvements to Equity, Health and Safety for a Better Carleton

Increasing and supporting the decolonization and Indigenization of the University
Improving retention rates of Indigenous, racialized, and other marginalized faculty.
Excluding the use of discriminatory Student Experience Questionnaire (SEQ) from career related decisions.
Improving accessibility and the accommodation process.
Creating more effective and accessible processes to deal with health and safety, discrimination, and harassment on campus and online.
Improving Extended Health Care and Dental Benefits.

Fair Increases to Salary and Benefits

Ensuring salaries, stipends, and other monetary benefits (e.g., PER) keep up with the cost of living and the requirements of our work.
Catching up to the average salary of comparable universities in Ontario.
Exploring ways to strengthen faculty and professional librarian rights and protections in case of potential declaration of “financial exigency”.
Providing a transit pass for academic staff as part of a university wide effort to confront climate change on campus.

Good and Democratic University Governance

Addressing erosion of transparency and meaningful academic staff input in university collegial governance.
Creating more effective, fair, and accessible grievance and investigation processes, and providing alternative dispute resolution mechanisms.
Creating a Task Force to address the climate change impact of our workplace.