CUASA News
CUASA Policy and Advice Statement with respect to Strikes by Members of Another Bargaining Unit
Adopted September 22, 1978 and amended November 15, 2002 and February 28, 2014
The Association recognizes that one of the principles of unionism is that a union member should respect the request of other members of the union movement that they honour a picket line. However, decisions of the Ontario Labour Relations Board indicate that an Association-promoted refusal by an employee to cross a picket line set up by another union may constitute a strike which would violate the Labour Relations Act and the collective agreement. In light of this the Association must advise its membership as follows:
- In the event of a legal strike against the Board of Governors by another union, members of the Association shall not undertake the work of those employees who are involved in such a strike. In such a situation members should also be alert to violations of our own contract or of the law, such as a reduction of services, unsafe or unsanitary conditions. Any attempt to compel members of the Association to do the work of striking employees or assist their replacements outside their normal duties or other violations of our own contract should be protested through the Grievance Procedures of our contract.
- In the event of a legal strike by another union, members should also be aware of the fact that students may have conscientious objections to crossing a picket line. It is the view of the Association that such conscientious objection should be respected without prejudice to the individual student and that members should take appropriate measures to accommodate such objections.
- A mass refusal, promoted by the Association, to cross picket lines established at the University campus may constitute an illegal strike and subject the Association to appropriate penalties for violation of the Ontario Labour Relations Act and the collective agreement, particularly if members of the Association in positions of responsibility are involved, such as Councillors and Executive Officers.
- The absence of a clause in our collective agreement insulating employees from disciplinary action on the part of the employer means that members of the academic staff who observe legal picket lines run a risk of disciplinary action by the employer; such disciplinary action usually takes the form of docking of pay. In the event of such discipline, members of the bargaining unit have a right to fair representation from the Association as in any other case.
CUASA Communiqué — CUASA condemns racism and Islamophobia
CUASA condemns racism and Islamophobia
The Carleton University Academic Staff Association condemns two recent blatant acts of Islamophobia: the homicidal attack on worshippers at the Centre Culturel Islamique du Québec, and the discriminatory Executive Order by the President of the United States barring admittance into the US by those with passports from seven majority Muslim countries. We extend our most heart-felt condolences to the victims and survivors of the terrorist attack in Québec City. We stand in solidarity with students, staff, and faculty from Muslim communities, communities of colour, supporters of Idle No More and Black Lives Matter, and other groups under threat in the current political climate. As scholars, we are aware that the normalization of discriminatory discourse can readily contribute to physical violence, as it has done all too often in our history. We must respond by not allowing it to become normal, by rejecting hatred and discrimination, and instead celebrate our differences in a most inclusive manner.
Not only is this bout of Islamophobia an affront to decency, compassion, and collegiality, but it also directly affects many of our members and our students. We must ensure that the University and the broader community remain safe for us all. We are also concerned for many of our members' and colleagues' ability to pursue their work when it involves entry into the United States, even if merely 'in transit' or flying over US airspace. We echo the Canadian Association of University Teachers, which noted that Mr. Trump's ban "runs contrary to the values of free and open exchange of knowledge and ideas." As a part of both the public university and the labour movement – each of which bears a social responsibility at this time – we add our voices to those calling for a swift reversal of this odious policy, and we ask our members to vigilantly confront and resist racism inside and outside the classroom.
February 02, 2017
Volume 45, Issue 9
Editor: Root Gorelick
Collective Bargaining Communiqué
When you talk to us, we can speak for you!
Our current collective agreement expires on April 30, 2017. Your Collective Bargaining Committee (CBC) is working to identify concerns or issues you may be encountering with the interpretation or use of the collective agreement. To make it easier for you to engage with us, we have arranged a series of six small group meetings to discuss general topics or group-specific topics.
We are listening, so come and express your thoughts to your dedicated CBC members. This is your opportunity to make a difference!
Below, you will find the details for the meetings, which can also be found on the CUASA online calendar at http://cuasa.ca/about/schedule.php:
| TOPIC | DATE | TIME | ROOM |
| Pre-Tenure Issues | Feb. 1, 2017 | 12:00-2:00pm | PA 240 |
| Tenure, Promotion & Research | Feb. 3, 2017 | 9:30-11:30am | UC 280 |
| Teaching, Mentoring, Evaluation, etc. | Feb. 3, 2017 | 2:30-4:30pm | UC 378 |
| Instructors…let's talk! | Feb. 8, 2017 | 12:00-2:00pm | PA 240 |
| Retirement Issues: Entitlements, sabbaticals, incentives, etc. | Feb. 9, 2017 | 9:30-11:30pm | UC 280 |
| Benefits, Health & Work Life Balance | Feb.10, 2017 | 1:00-3:00pm | CB 2202 |
Either a light lunch or refreshments and snacks will be served accordingly.
If you are unable to attend, we’d still like to hear from you! Your concerns are important to us. Send us your thoughts via e-mail to [email protected]. We would also be happy to set up an in-person meeting. Kindly contact our office via email at [email protected] or by telephone at 613-520-5607.
We are listening! We are YOUR voice! We are YOUR Association!
In accordance with the AODA, reasonable accommodations will be provided by CUASA. Should you require an accessible format of this brochure and/or require accommodation at the meetings, you may make either of these requests for accommodation by contacting the President ([email protected]) in accordance with CUASA’s AODA policy.