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B.C.G.E.U. Collective Agreement

July 1, 1995 to June 30, 1998

BETWEEN

The University College of the Cariboo

AND

The University College of the Cariboo

Faculty Association

ARTICLE 32 - EMPLOYEE WORKLOAD

Except in the case of an emergency, an employee’s workload shall not be increased beyond a level that could reasonably be expected of an employee in a regular work day.

Disputes arising out of this Article shall first be referred to the employee’s supervisor. Failing resolution within five (5) days the matter shall be referred to the Labour-Management Relations Committee, which shall meet within five (5) working days.

If not satisfactorily resolved by Labour-Management Relations Committee, the matter may be submitted within fifteen (15) days to an Investigator under Article 11. The time limits may be altered by mutual consent of the Parties, but the same must be in writing.

9.2 Workload

9.2.1 Academic and Career Employees

9.2.1.1 An employee in the academic and career areas who does not have Scholarly Activity as a component of workload will be considered to have a full instructional assignment under the following conditions:

9.2.1.1.1 In time-based semestered courses, a combination of lectures and/or seminars, valued at one (1) unit per contact hour, and/or studio, clinical, and field instruction valued at .75 units per contact hour totalling sixteen (16) units.

9.2.1.2 An employee in the academic and career areas who has Scholarly Activity as a component of workload will be considered to have a full instructional assignment under the following conditions:

9.2.1.2.1 In time-based semestered courses a combination of lectures, seminars, lab, studio, clinical and/or field instruction valued at one (1) unit per contract hour totalling twelve (12) units.

9.2.1.2.2 No employee who has Scholarly Activity as a component of workload will be required to prepare more than three (3) separate and distinctly numbered courses per semester.

9.2.1.3 All employees in the academic and career areas are required to carry an assigned class/course load for two (2) four-month semesters in every University College year. Employees in a career area without Scholarly Activity as a component of workload may be required to instruct for an additional four (4) week period, provided that the course be consistent with the employee’s qualifications.

9.2.2 Nursing Employees

9.2.2.1 An employee in the Nursing area who does not have Scholarly Activity as a component of workload will be considered to have a full instructional assignment with a combination of lectures, seminars, and/or hospital clinical supervision valued at one (1) unit per contact hour and/or lab, clinical, or field instruction valued at .75 units per contact hour, totalling nineteen (19) units.

9.2.2.2 All employees in the Nursing area are required to carry an assigned class/course load for two (2) four-month semesters in every University College year. Employees without Scholarly Activity as a component of workload may be required to instruct for an additional four (4) week period, provided that the course be consistent with the employee’s qualifications.

9.2.2.3 All employees in the Nursing area who have Scholarly Activity as a component of workload will be considered to have a full instructional assignment with a combination of lectures, seminars, lab, field instruction, and/or hospital clinical supervision totalling twelve (12) hours.

9.2.2.3.1 No employee who has Scholarly Activity as a component of workload will be required to prepare more than three (3) separate and distinctly numbered courses per semester.

9.2.3 Vocational Trades Employees

9.2.3.1 A vocational trades employee with up to 30 hours per week based on five (5) hours of daily teaching assignments and one (1) hour daily of additional responsibilities as defined in Article 9.2.5 will be considered to have a full instructional assignment.

9.2.3.2 A vocational trades employee will normally be required to carry a class/course load for 180 teaching days.

9.2.3.3 Vocational trades employees who carry an assigned class/course load in excess of the number of teaching days indicated in Article 9.2.3.2, in a University College year or who are required to have a daily teaching assignment in excess of 5 hours a day will be able to bank the overload. The University College will grant them equivalent extra professional development time in the subsequent University College year unless a workload reduction, equivalent to the excess class/course load, is granted in the subsequent University College year.

9.2.3.4 Vocational trades employees who carry an assigned load of less than the number of teaching days indicated in Article 9.2.3.2, in a University College year may be required to carry an additional class/course load in the subsequent University College year equivalent to the reduced load in the current year.

9.2.3.5 If the assigned class/course load is averaged over two years as outlined in Articles 9.2.3.3 and 9.2.3.4, then neither of the two years’ class/course load may be used for averaging purposes again.

9.2.3.6 No vocational trades employee shall be required to accept more than six (6) hours of assigned contact per day.

9.2.3.7 Arrangements will be made for at

least a one (1) hour lunch period and two (2) fifteen minute breaks.

9.2.3.8 The foregoing Articles 9.2.3.6 and 9.2.3.7 shall be completed within a period of seven and one-half (7 1/2) consecutive hours.

9.2.3.9 For the purposes of Workload Banking, as per Article 9.2.3.3, the University College and an employee may mutually agree to waive the requirements of Articles 9.2.3.6 - 9.2.3.8.

9.2.4 Vocational Non-Trades Employees

9.2.4.1 A vocational non-trades employee will normally have an annualized instructional assignment of 20 hours per week.

9.2.4.2 A vocational non-trades employee will normally be required to carry an assigned class/course load for 190 teaching days.

9.2.4.3 Vocational non-trades employees who carry an assigned class/course load in excess of the number of teaching days indicated in Article 9.2.4.2, in a University College year will be able to bank the overload. The University College will grant them equivalent extra professional development time in the subsequent University College year unless a workload reduction, equivalent to the excess class/course load, is granted in the subsequent University College year.

9.2.4.4 Vocational non-trades employees who carry an assigned load of less than the number of teaching days indicated in Article 9.2.4.2, in a University College year may be required to carry an additional class/course load in the subsequent University College year equivalent to the reduced load in the current year.

9.2.4.5 If the assigned class/course load is averaged over two years as outlined in Articles 9.2.4.3 and 9.2.4.4, then neither of the two years’ class/course load may be used for averaging purposes again.

9.2.5 Additional Responsibilities - Instructional Employees

In addition to the instructional assignments listed in this schedule, each employee shall have the following responsibilities, if applicable:

(a) Lesson preparation and curriculum development;

(b) Student consultation and discussion outside of class hours;

(c) Student evaluation and testing;

(d) Student placement;

(e) Administrative and other functions related to the instructional process;

(f) Evaluation procedures as determined by this Collective Agreement.

9.2.6 Off-Campus Assignments

This Article applies to all categories of employees except part-time employees.

9.2.6.1 Employees may, as part of their regular workload, have to perform duties outside their assigned location.

9.2.6.2 Employees required to perform duties outside their assigned location shall receive approved expenses.

9.2.6.3 Employees whose normal workload includes teaching outside their assigned location will receive compensation in the form of a reduced workload or overtime pay at the rate shown in Article 9.3.2. The amount and form of this compensation shall be determined by the President in consultation with the Shop Steward. Each hour of travel time will equate to one-third (1/3) of a contact unit.

9.2.6.4 For lab demonstrators/instructional assistants and instructional support employees who perform duties outside their assigned location, travel time shall be fully credited as part of workload.

9.2.6.5 Employees temporarily required to relocate to a location outside of their assigned location shall receive all approved expenses.

9.2.7 Lab Demonstrators/Instructional Assistants Blended Workload Position

9.2.7.1 If a laboratory demonstrator/instructional assistant has appropriate qualifications, he/she may be given an instructional assignment with sole responsibility for the course. Sole responsibility means that the laboratory demonstrator/instructional assistant assumes responsibility for the course content, instructional delivery and the evaluation of the students.

9.2.7.2 Where a laboratory demonstrator/instructional assistant has an instructional assignment (as per Article 9.2.7.1) as part of his/her workload, the workload will be calculated as follows: The instructional component will be calculated as a portion of an employee’s instructional workload for that area; the remaining portion will be at the prorated laboratory demonstrator’s/ instructional assistant’s normal workload.

9.2.7.3 Where a laboratory demonstrator/instructional assistant has an instructional assignment (as per Article 9.2.7.1) as part of his/her workload, his/her salary shall be the greater of his/her current placement on the laboratory demonstrator/instructional assistant scale or the blended salary which would be a combination of his/her placement as per Article 10 and his/her current placement on the laboratory demonstrator/instructional assistant scale proportional to workload blend as outlined in Article 9.2.7.2.

9.2.7.4 Under the terms of Article 9.2.7 a laboratory demonstrator/ instructional assistant is limited to instructing an average of one (1) course per semester.

9.2.8 Chairperson Teaching Assignment

9.2.8.1 All Chairpersons shall normally be required to carry a minimum teaching assignment which averages three (3) hours per week during the instructional year.

9.2.8.2 The actual teaching assignment should take into consideration size of department, and nature and variety of disciplines in the department.

9.2.8.3 In some departments the teaching assignment might include the offering of short courses and special seminars rather than a regular weekly assignment.

9.2.8.4 The appropriate teaching assignment of a Chairperson, beyond the minimum requirement, will be arranged in consultation with the relevant Dean or Director no later than one (1) month before the commencement of the fall semester.

9.2.8.5 In the event that staffing limitations require a Chairperson to assume additional teaching duties beyond those agreed to in Article 9.2.8.4, he/she shall be remunerated for the additional teaching assignment at the rate specified in Article 9.3 with the appropriate proration of student contact hours. Instructional duties in excess of those agreed to in Article 9.2.8.4 shall not be assumed by Chairpersons, however, until all other reasonable alternatives have been considered.

9.2.9 Program Coordinators Workload

Program Coordinators shall be appointed in those departments where a need exists as agreed to by the relevant Dean or Director. All Program Coordinators shall have their workload reduced in proportion to the time they spend in a coordinating capacity, as determined by the Chairperson and the relevant Dean or Director.

9.2.10 Bachelor of Social Work Field Coordinator Workload

The position of BSW Field Coordinator shall combine both an instructional component and instructional support field coordinator component. The field coordinator workload may vary from 17.5 hours per week to 35 hours per week dependent upon the instructional workload. The instructional component shall not exceed 50% of a 12 hour workload and shall include scholarly activity.

9.2.11 Part-time Employees

Part-time employees who are employed to teach a course they have not taught before will be compensated for preparation time equal to 1/13 of the total contract units/hours to a maximum of one-week’s preparation.

9.3 Overloads/Overtime

9.3.1 An employee cannot be compelled to teach more than two (2) units above the instructional assignment as defined in Article 9.2. Overtime rates from Article 9.3.2.1 will apply to assignments above the defined instructional assignments owing to the application of this Article.

9.3.1.1 The University College agrees that the above provisions will not be used to increase workloads beyond the full instructional assignment as defined in Articles 9.2.1, 9.2.2, 9.2.3, or 9.2.4 as modified from time to time by Articles 9.3.2.4, 9.3.2.5, and 9.3.1.

9.3.2 Compensation for Additional Instructional Assignments

9.3.2.1 An employee will be paid at a rate of $50 per unit per week for any units exceeding totals specified in Articles 9.2.1, 9.2.2, 9.2.3 and 9.2.4.

9.3.2.1.1 For laboratory demonstrators/instructional assistants, when an overload is required and approved by the relevant Dean or Director and the Vice-President, Instruction, it shall be paid for at the rate of 1.5 times the normal hourly rate paid to the demonstrator/assistant.

9.3.2.2 An employee may, with the approval of the department chairperson and the appropriate dean, teach more than his/her normal workload responsibilities and bank those units towards a workload reduction in a subsequent year. An employee who chooses to bank these additional units is not entitled to overload payment as provided for in Article 9.3.2.1.

9.3.2.3 Course registrants maxima per employee will be 300 over the academic year with no more than 170 course registrants per semester. For those employees who have Scholarly Activity as a component of workload course registrants maxima per employee will be 240 over the academic year and no more that 135 per semester. Enrollments are measured at the Stable Enrollment Date (i.e. the last day for program changes and course additions).

9.3.2.3.1 Course registrants maxima may only be exceeded by agreement between the employee and the department chair and with the approval of the appropriate dean.

9.3.2.3.2 If course registrants maxima are exceeded, then the employee may bank one (1) contact hour for each full multiple of 20 course registrants, or may make other arrangements to be compensated for this overload with the department chair. Any compensation arrangement other than banking must be approved by the appropriate dean.

9.3.2.4 An employee in the Animal Health Technology Program will be given a stipend of $125 for each weekend that he/she is required to supervise students and treat animals.

9.3.2.5 A Nursing employee will be granted one-half (.5) unit of contact for each week when he/she is required to go to the clinical area on a Sunday to select a patient assignment for students for 0730 Monday.

9.4 Equivalent Workload Committee

9.4.1 If disputes arise as to what constitutes a normal workload for employees, these shall be submitted to an Equivalent Workload Committee, which shall consist of three (3) nominees of the Faculty Association, and three nominees of the President. The Committee shall name its own voting chairperson.

9.4.2 The Committee shall determine the normal workload for each instructional assignment it reviews. The normal workload shall be defined as the average workload for employees within a work area. Work area is defined as department or constituent group. An employee’s constituent group shall be one of:

Academic/Career Technical with Scholarly Activity

Academic/Career Technical without Scholarly Activity

Laboratory Demonstrators/Instructional assistants

Instructional Support Faculty

Nursing with Scholarly Activity

Nursing without Scholarly Activity

Vocational Non-Trades

Vocational Trades

9.4.3 The Committee shall within twenty (20) working days forward its recommendations to the President, indicating that the assignment:

(a) constitutes a normal workload;

(b) constitutes more than a normal workload;

(c) constitutes less than a normal workload.

9.4.4 The Committee shall recommend adjustments to the assignment that would make it a normal workload if it finds the workload to constitute more or less than a normal workload.

9.4.5 The President shall forward a written decision within fifteen (15) working days to the Chairperson of the Committee, who shall inform all concerned. Any rejection of a Committee recommendation will be accompanied by written reasons.

9.4.6 A difference concerning workload assignment may be brought to the Committee by an employee, a chairperson or the Faculty Association.

9.4.7 The procedures and provisions related to the Equivalent Workload Committee are not intended to supplant or infringe upon other provisions of the Agreement.

9.5 Multiple Functional Area Workloads

9.5.1 Employees may be assigned to work in more than one functional area or constituent group as itemized in Article 9.4.2 of the Collective Agreement.

9.5.2 Such employees shall be considered to have a full workload when the work performed in each of the functional areas, as a proportion of a full workload for that area as indicated in Article 9.1 and 9.2 of the Collective Agreement, when summed equals 1.0.

9.5.3 Article 9.5 does not require the University College to assign workloads in 9.5.1 and 9.5.2 above.

9.6 Curriculum Development

9.6.1 This article applies to curriculum development not considered part of additional responsibilities as defined in Article 9.2.5.

9.6.2 The determination of whether curriculum development is included in Article 9.2.5, or whether it requires release time and/or an additional employee, shall be made by the appropriate department(s) and the Dean.

9.6.3 When it is determined that the curriculum development work is not part of Article 9.2.5 then the department, the Faculty Association and the appropriate Dean shall meet to determine the amount of work required.

9.6.4 The Faculty Association shall be provided with information relevant to all curriculum development under the terms of this Article.

9.6.5 All curriculum development assignments under this Article shall be posted by the department by electronic mail to the appropriate University College-wide faculty list.

9.6.6 Refusal on the part of an employee to participate in curriculum development under the terms of this Article shall not adversely affect his/her evaluation.

(Note: This is a translation)

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