Updates from the bargaining table: introducing class sizes and TA training
This Monday, we went back to the table and dove into our education proposals for the first time! We also heard counter-proposals from the employer on our hiring/job posting/preference proposals as well as our proposal on standard timelines for scheduling disciplinary meetings. Read on below for more! In today’s post, we’re providing an update on articles that we discussed this week, but at this point, we have many more proposals that have been discussed. For the most up-to-date information on each proposal, check out our Bargaining Updates page, which compiles the updates from each bargaining day.
Procedural Proposals
Procedural 4: Job Postings and Procedural 6: Preference Continuation
Status: Preparing Response
We continue to discuss these proposals as a set, as they affect a group of collective agreement articles that depend on each other (namely, Articles B 3.01, B 3.02, and B 3.03). Last time, we proposed a standardized application form and offer letters for TA positions. While UBC was not keen to implement a standardized application for Teaching Assistant positions, we discussed future development of such an application process. For the time being, we have asked the employer for alternative ways to ensure teaching assistants are informed about their re-appointment rights.
Equity Proposals
Equity 2: Disciplinary Procedures:
Status: Preparing Response
Although UBC continues to resist a specific timeline that disciplinary meetings might follow, they have agreed to giving members advance notice about the content of concerns around work performance and the reasons that investigations are occurring. We are preparing a response.
Education Proposals
Education 1: Improving Training:
Status: Awaiting formal reply
We tabled a proposal that defines specific areas of paid, required training to new teaching assistants, which include pedagogical training, curriculum-specific training, de-escalation training, classroom management, EDI training, and workplace safety. We proposed changes to Article A 16.03 and Article B 8.01, both with the intent of expanding the scope of on-the-job training that the employer is required to provide to TAs. The employer had a few questions, but we are still awaiting a formal response on this proposal.
Education 2: Class Size to TA Hours Ratio
Status: Awaiting formal reply
We tabled another proposal for the employer to provide the union with information about historic averages as well as semesterly reports on student count to TA hour ratios for all course sections in order to prevent systemic decreases that impact the quality of undergraduate education. We also proposed that decreases in TA hour to student ratio in a specific course would be subject to a grievance. UBC responded with questions about such a grievance process and raised concerns about instances where changes may be tied to pedagogical improvements. We are awaiting a formal response from the employer on this proposal.
Employer Proposals
Employer Non-Monetary 1: Information that the Employer Provides to the Union:
Status: Awaiting formal reply
We responded to the University’s proposal to stop providing lists of ‘Student Appointments by Name’ and ‘Student Appointments by Department’ to the union. We told the employer that we are not interested in agreeing to this proposal. Misclassification of CUPE 2278 workers into other student worker categories is common at UBC. This information is important for the union to be able to accurately make sure that bargaining unit work is staying within the bargaining unit.
What’s Next?
Our next bargaining date is this upcoming Monday! Stay tuned for more updates :)