Waterloo Associate Professor The salary differential increases to 295 - PDF document

1 Page 2 Waterloo, Associate Professor). T
Page 2 Waterloo, Associate Professor). The salary differen-tial increases to 29.56% (University of Waterloo,Even in the case of UNB, where Associate Profes-at Concordia) and Assistant Professors are paid lessthe Weighted Average Total Salary for the threeare excluded. At first glance this may seem to beUNB’s complementprofessoriate while Concordia’s professoriate isIt is particularly difficult to accept the reality thatthat exceeds Concordia’s by as little as 3.52%(University of Waterloo). When 65+ professors areUn

2 iversity of Waterloo professors are paid
iversity of Waterloo professors are paid a heftyAdditionally, the weighted average total salarieslevel earned by professors at Concordia. Thedifferential in average salaries rises to 15.6% whentalks loom is that salary differentials were of thewas undertaken. In October, 2009 the overall salarydifferential (based on 2007 data) was 9.5% higherin favour of the Comprehensive Universities. At theBrock, Ryersonand Wilfridinstitution or category, the clear message is thatWe cannot expect to reduce the gap that exists Co

3 ntinued from page 1 Continued on page 4“
ntinued from page 1 Continued on page 4“the clear message is thatConcordia professors andlibrarians are underpaid” our members and which are not. Their having thatother form of bargaining. We of course receive theemployer’s demands at the outset of negotiations—doors. As a result, CUFA doesn’t have a comparablesense of the order of priority of the employer’svarious proposals. This can make a difference at themuch longer. At our lastChristmas 2006 to formally begin the process. Atcontract was to expire. Martin Singer,

4 the Provost atsettlement by the followi
the Provost atsettlement by the following summer, July-August after thethey were too long. Most other universities don’thave this problem and I don’t think that this is acoincidence. As negotiations extend beyond the oldcontract’s expiration date, no scale increases arelargest component of salary increases.) This re-duces the employer’s cash outflow. As the paymentinterest saving for the employer. And for us, there isforegone); this is especially painful for thosea vulnerable financial position. Why does thishappen

5 ? It is because we have no options. As l
? It is because we have no options. As longin bad faith – a very difficult charge to prove—itinterests. This is what is known as moral hazard—process to delay. Up until now we have not had theOur power to strike can change this. A strike oremployer. Foralone in having options. With the recent amendmentOf course, sometimes it is not a question of delay.offer” on salary increases, where “best” doesn’tmean good or even acceptable. Take it or leave itthey say, do your worst. In the past, without the Continued from page 4

6 “Our power to strikecan change this” Con
“Our power to strikecan change this” Continued on page 6 Page 7 CUFA Report is published by the Concordia University Faculty AssociationEditorial Board: Aaron Brauer, Francesca Scala, William Sims Contacting the ExContacting the ExContacting the ExContacting the ExContacting the Executiecutiecutiecutiecutivvvveeeee President Ted Stathopoulos, Vice-President (BCEE, 3186)Aaron Brauer, Secretary (Sociology & Anthro-pology, 7333) Aaron.Brauer@concordia.caWilliam Sims, Treasurer William.Sims@concordia.caMember-at-Large

7 (Psychology,Shelley Reuter, Member-at-L
(Psychology,Shelley Reuter, Member-at-LargeAnthropology, 2174) sreuter@alcoMember-at-Large CUFA StaffOfficer (3984) robichg@alcorChantal Bohbot, Executive Assistant (3999)The CUFA offices are located at the LoyolaMoreover, the support that member unions provide toresult of a strike. With respect to salary (reality, it is reassuring to know that we can count onToronto. CAUT covers the travel expenses of allcontact CUFA by email at cufa@alcor Continued from page 6 CUFA extendswarm holidaygreetings to its member