Bargaining Updates

Bargaining 2022

In our last bargaining round, we made significant progress on our working conditions. In 2018, we secured a first collective agreement for language instructors at OLBI and one for part-time professors at the Toronto-Windsor campus. In 2019, we successfully integrated our colleagues in the Faculty of Law into the main unit as well. 

As our three collective agreements expired, the APTPUO is back in negotiations stronger than ever to obtain better and fairer working conditions for part-time professors at the University of Ottawa. 

You have come to the right place to find all the information about the current bargaining round.

  1. Bargaining Committee Composition
  2. Bargaining Priorities
  3. Current Political Context
  4. Main Unit’s Bargaining Updates
  5. OLBI Unit’s Bargaining Updates
  6. Toronto/Windsor Unit’s Bargaining Updates
    1. On October 28, 2022, the Bargaining Committee presented the tentative agreement to the unit members.
    2. The members voted in favour of the collective agreement in an electronic vote that took place from October 31st to November 3rd.

Bargaining Committee

The election to determine the composition of the Bargaining Committee was held in the Winter 2021 Term at the Annual General Membership Meeting. As a result, the Bargaining Committee is composed of the following members: 

Robert Johnson
Main Unit
Faculty of Social Sciences

Luc Angers
Main Unit
Faculty of Education

Jennifer Dumoulin
Main Unit
Faculty of Arts

Reza Farzi
Faculty of Arts

Greer Knox
Main Unit
Faculty of Education

Amir Lavasani
Faculty of Arts

Francine Otoye Vizi
Toronto-Windsor Unit
Faculty of Education

Pascal Sergent
Main Unit
Telfer School of Management

Bargaining Priorities

In the summer of 2021, APTPUO members were invited to complete a survey in preparation for bargaining. The results of the survey were used by the Bargaining Committee to determine the bargaining priorities. The following are the main themes for this round of bargaining:

Member priorities:

  • Wages & benefits
  • Workload & unpaid work
  • Job security
  • Hiring process

Other priorities:

  • Members’ consent to the mode of delivery of courses and the associated remuneration
  • Academic freedom
  • Academic and Professional Development Fund (APDF) & training
  • Postings
  • Cost of living adjustment
  • In general, a better framework for management rights

Current Political Context

The Ford government introduced Bill 124, the “Protecting a Sustainable Public Sector for Future Generations Act, 2019” on June 5, 2019, and received Royal Assent on November 7, 2019. The Act provides for a three (3) year salary moderation period and total compensation restraint. During this period, the Act limits salary and total compensation increases to 1% for each 12-month period.

In addition, the Ford government repealed portions of Bill 148 Fair Workplaces, Better Jobs Act, 2017. In doing so, he repealed the law of equal pay for equal work, under which contractual staff were entitled to the same rate of pay as their tenured colleagues.