Uwindsor Wufa Collective Agreement
WUFA is proud that the Faculty at the University of Windsor was one of the first academics in Canada to come together. The Association was founded in 1974 and was certified in 1978 by the Ontario Labour Relations Board as an exclusive bargaining partner. Today, unions and collective bargaining are the norm in higher education. The faculty did not get everything they wanted, but Noonan said he was pleased that an agreement had been reached without a work stoppage point entering a new school year. Mr. Schorf. Workers crossing picket lines. In doing so, schorf undermines the process of negotiating collective agreements. By refusing to work, bosses lose money, and workers tip the scales and wield some power.
But if bosses can drive in non-unionized workers to run the machines, the effectiveness of a strike, the only lever available to the working class, is neutralized. It is no coincidence that such an ugly word is reserved for so-called “class converging”. Scab jumped from a description of injuries caused by diseases such as syphilis to a description of morality. But the use of the schorf is only one of the strategies of the capitalist class. The strategy works by choosing class solidarity and taking advantage of the despair of the working class. It is imperative that we shed light on this sordid tactic. In this way, we build a disciplined and conscious labour movement. Wufa has been based at 366 Sunset Avenue since 1983. In 1994, the building was named Kerr House in honour of Professor Robert Kerr, the first president of the WUFA. To access the office, email email@example.com. There is a language in the collective agreement that tries to prevent the administration from simply hiring A.T. to save money; “…
the ratio between TA and GA hours during this semester should not exceed 2.0 (TA) to 1 (GA).” But that`s just a meagre protection. Instead, I would like to focus on the University of Windsor`s long-term strategy in dealing with unions: sharing and conquering. “Four months of bitter negotiations by our negotiating team have resulted in an agreement that respects, supports and compensates our members in a competitive manner.” Wufa is the exclusive trading partner for all members. One of its most important tasks is to protect rights and promote the interests of its members through collective bargaining. In addition, the WUFA protects individual members by filing complaints on their behalf, promotes the objectives of employment equity, participates, through the Political Action Committee, in broader struggles for social justice in the community, and promotes and protects academic freedom through the Academic Freedom Committee. WUFA also provides members with a democratic forum to discuss, discuss and formulate policies that improve their professional lives while respecting and advancing the academic mission of the university. This is not the only example of two-step negotiations at the University of Windsor. The University of Windsor Faculty Association (WUFA) represents professors, teachers, teachers, academics and librarians. Librarians are divided into four distinct levels; Auxiliary staff.
But the more insidious two-step negotiation that is shown is the stratification of meeting teachers and teachers and assistants, associates and ordinary teachers. Like ATTs and GAs, there is a lot of overlap in the roles of teachers, teachers and teachers that make the difference in pay, performance and job security unacceptable – all teach and organize courses, while some professors also do research. Teachers belong to the lowest level of the DEEE collective agreement, teachers assistant teachers the lowest teachers, associate teachers the third and ordinary are in the lead. This gradient may seem reasonable, except that most assistant professors have teacher status in the first five years. There is no such path for teachers. On the contrary, teachers and trainers are contract agents.