1951 – QUFA formed to engage in discussions with the University with the intent of improving academic salary levels, then relatively low in comparison to those for other professional groups.
The Good Years
1960’s – The 1960’s were an era of increasing government funding of universities. Faculty hiring was brisk.
1970’s – Provincial funding of universities begins to decline as the 1970s recession begins to take hold.
1975 – QUFA forms the Committee on Alternate Mechanisms for Salary Negotiations. This groups recommends QUFA seek a formal consultation arrangement with the University on matters of common interest. At QUFA’s request, the Consultative Group was formed, giving the QUFA President and Executive regular contact with the Principal and his advisors. Decision-making, however, remained in…
Librarians and Archivists Join QUFA
Librarians and Archivists at Queen’s join QUFA.
The Consultative Group Continues
1980s – The Consultative Group continues through the 1980s with the University continuing to ignore both disagreements on broader issues and individual grievances. QUFA is in danger of becoming irrelevant as many faculty members see QUFA as too closley tied to the University administration or as powerless.
Reviewing the Consultative Group
1982 – QUFA revisits the utility of the Consultative Group and a committee report finds 4 options: maintain the unofficial Consultative Group; continue the Consultative Group but add QUFA representation to the Senate and the Board of Trustees; implement a more formal memorandum of agreement similar to that at the University of Toronto; or certify as the bargaining agent for academic staff. The QUFA report suggested certification, but…
1987 – The Ontario Pay Equity Act comes into force.
Pay Equity Legislation
The Ontario Pay Equity Act comes into force.
Shaking up the Consultative Process
1989 – QUFA President, Marvin Baer, takes a more critical stance in the Consultative Group and broadens the range of QUFA issues, including academic merit and the integrity of research in the context of the drive for commercially applicable research.
Pay Equity at Queen’s
1989 – QUFA proposes a study of gender differentials in pay. The University agrees to the study and avoids external evaluation by the Ontario Pay Equity Commission. The Principal’s Review Panel on Faculty Women’s Salaries is formed.
Consultative Process Begins to Break Down
1990 – The University administration circumvents the Consultative Group process for setting salaries. They meet with faculty members in Units to argue for a 1991 salary increase below the rate of inflation. QUFA President Marvin Baer argues that QUFA should have a role to play in addressing the major problems of improving working conditions for women and visible minorities at Queen’s and how to cope with declining government funding of Universities.
Review Panel Submits its Final Report
The principal’s Review Panel of Faculty Women’s Salaries submits its Final Report.
1991 – A Principal’s discussion paper, The Governance of Queen’s University, concludes the Consultative Group process has resulted in better understanding and consensus between the University and QUFA, not a conclusion QUFA shares.
Principal’s Discussion paper
The Principal’s discussion paper, “The Governance of Queen’s University”, concludes that the Consultative Group process has resulted in better understanding and consensus between faculty and the University. QUFA does not share this view.
Not Quite Pay Equity
1992 – The Principal’s response to the October 1990 final report of the Principal’s Review Panel on Faculty Women’s Salaries is published in the Queen’s Gazette. The Panel’s recommendations are not to be fully implemented and QUFA is not to be involved.
Consultative Group Collapses
1990 – The University administration circumvents the Consultative Group process for setting salaries by meeting with faculty within their Units. The University tells faulty it needs a 1991 salary increase of less than inflation. QUFA President Marvin Baer responds by arguing that QUFA should have a role in addressing two major problems: improving the working conditions of women and minorities at Queen’s and how to cope with declining levels of government funding.
The Ontario NDP’s Social Contract legislation forces 12 days of unpaid leave on public sector workers. These become known colloquially as “Rae Days”.
QUFA Members Vote to Certify
QUFA Members vote to certify as a trade union and the Faculty, Librarians and Archivists Bargaining Unit is formed under the Ontario Labour Relations Act.
First FLABU Collective Agreement Ratified
QUFA and the Board of Trustees ratify the first Collective Agreement for Faculty, Librarians and Archivists.
2nd FLABU Collective Agreement Ratified
QUFA Members and the Board of Trustees ratify their second Collective Agreement.
3rd FLABU Collective Agreement Ratified
QUFA Members and the Board of Trustees ratify their third Collective Agreement.
Certification of Sessional Faculty
In May 2003, QUFA sees the certification of its second bargaining unit – SABU – that represents part-time sessional faculty.
First SABU Collective Agreement
Sessional QUFA members and the Board of Trustees ratify their first Collective Agreement. This contract regularizes appointment and working conditions, ensures academic freedom, and provides some of the strongest protection to Sessionals’ intellectual property at a Canadian university.
FLABU and SABU Amalgamate
QUFA Members in both bargaining Units vote to amalgamate FLABU and SABU into one bargaining unit. The Board of Trustees agrees to the amalgamation. The Ontario Labour Relations Board sends a letter to the Parties stating that they don’t care what the parties do by mutual agreement.
1st Amalgamated Bargaining Unit Collective Agreement
QUFA Members and the Board of Trustees ratify their first Collective Agreement for the Amalgamated Bargaining Unit. One contract now covers nearly all Academic Staff at Queen’s University.
Queen’s Theological College Faculty Certify with QUFA
When the faculty of the Queen’s Theological College vote to certify as a QUFA bargaining unit, QUFA temporarily becomes a multi-employer trade union.
Members Give QUFA Bargaining Team a Strike Mandate
QUFA Members vote to give their Bargaining Team a Strike Mandate.
2nd Amalgamated Collective Agreement Ratified
The 2nd Amalgamated Unit Collective Agreement between QUFA Members and the Board of Trustees is ratified. Changes include increases in Queen’s Pension Plan contributions from Plan members as well as other changes to QPP sustainability.
3rd Amalgamated Collective Agreement Ratified
The 3rd Amalgamated Unit Collective Agreement between QUFA and Queen’s University is ratified by QUFA Members and the Board of Trustees. Notable changes include the Course Authorship and Course Revision contract templates for online course development and intellectual property, the reinstatement of Anomalies Side-Table funding to address salary anomalies, and a process by which Continuing Adjuncts may increase their Full-Time Equivalent courseload beyond that of their initial appointment.