November 7, 2000

STRIKE DAY EIGHT

1. MUNFA'S CURRENT FINANCIAL PROPOSALS:

The Administration's response to these financial proposals from MUNFA was a flat "no" on all points.

The MUNFA salary proposal incorporates the following additional steps over the life of the Collective Agreement:

• 4 steps for Ph.D.s
• 3 steps for non Ph.D. Professors
• 2 steps for non-Ph.D. Associate Professors
• 1 step for non-Ph.D. Assistant Professors
• 2 steps for all Librarians

The major difference between the administration and MUNFA proposals, other than an additional step for Librarians and the definition of Ph.D.s, is the important one of timing. Ours is front-end loaded and theirs is back-ended. MUNFA's proposed salary structure would give each member about $4000 more over the life of the new Collective Agreement than would the administration's.

The following table shows MUNFA and administration positions on the other outstanding financial matters:

2. WHERE ARE WE NOW?:

1. There is a much more equitable distribution of steps to non-PhDs.
2. The administration's proposed cap on its insured benefit premium costs is gone.
3. MUNFA has an undertaking that the administration will continue to match employee pension contributions.
4. Arrangements have been made for MUNFA, for the first time, to have direct access to the pension fund's actuaries to arrange for a study of the distribution of pension fund assets and liabilities – the first step toward a MUNFA pension plan.
5. The distance education pay scale remains at $106 per student.
6. There is a method for obtaining course remissions for research.
7. Accumulating banked time remains possible.
8. There continues to be a system for determining course equivalencies.
9. Parking fee increases have been limited to 10% over the life of the Collective Agreement.
10. The administration has now agreed to a contract duration clause that will prevent them from attempting to abrogate this Collective Agreement as they did in 1995.
11. There is language governing Research Ethics Boards.
12. PDER is now $400 per year.

    3. SOMETHING FOR EVERYONE:

    When MUNFA first went to conciliation, the Negotiating Committee drew up a list of objectives that would, it was hoped, provide something significant for everyone. Much from that list has been accomplished. However, several critical items remain outstanding:

    • Front-end loaded salary increases have yet to be attained. We have waited long enough for a salary increase. For the newly or soon-to-be retired faculty and librarians, front-end loaded salary increases would maximize pension benefits (which will affect pensioners for the remainder of their lives), and permit these people to benefit from the salary increases in this Collective Agreement.
    • Severance and payment for unused vacation time for those w ho resign and retire would cushion the transition from a working life to retirement.
    • Sessional teachers have been working at Memorial since 1989 for $3519 per course. From the beginning of these negotiations, MUNFA has insisted on an increase of approximately $1000.
    • And we continue to seek the a reduction in the maximum teaching load of six courses to the more conventional five courses per year at both St John's and Corner Brook.

    A Collective Agreement that achieves these things would in fact provide fairness for all because it would give something to everyone. Nobody would be left out.

    MUNFA Negotiating Committee:

    • Bill Schrank (Economics) - Chief Negotiator
    • John Bear (Medicine)
    • Elizabeth Browne (Library)
    • Jon Church (Medicine)
    • Malcolm Grant (Psychology)
    • Clar Matchim (Business)
    • Eric Mintz (SWGC)
    • Jim Overton (Sociology)
    • Elizabeth Yeoman (Education)
    • Chris Youé (History)
    • Marian Atkinson (MUNFA Executive Officer, non-voting member)

    All issues of Negotiating News are accessible at http://www.mun.ca/munfa/negnews.html

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