Bcit Collective Agreement Bcgeu
In April, BCGEU professional teachers at colleges (not BCIT or Vancouver University) agreed on the first collective agreement in our sector during this round of negotiations. This agreement is a five-year contract with total wage increases of 5.5%, but no increase until April 2015. Minor adjustments have been made to extended health care and funding has increased slightly, but few other changes have been made. The publication of the 2010-14 FSA-BCIT collective agreement was approved by the Post-Secondary Employers Association. This issue contains amendments that were agreed with the ratification of the negotiated solution reached in early 2013. It does not address many minor issues that we wanted to resolve before publication. A limited number of copies of the agreement will be printed and made available in the coming weeks. In the meantime, an electronic version can be downloaded without the completed signature page. The first round of negotiations for the renewal of the 2010/2014 FSA collective agreement took place on May 29, 2014 and several other dates are scheduled for June. At the January general meeting, FSA membership ratified the framework of a set of proposals that emerged on the subject of justice.
A sum of the proposals will be available again after the presentation to the management of the company. Price updates are shared on our blog. The FSA conducted two interviews with its faculty members without being regularly taught about alternatives to the concept of “non-teaching faculty” used throughout the collective agreement. The change in this terminology is designed to recognize these members based on what they do and not on what they do not do. Although they have been described as “non-doctrinal” in the collective agreement, teaching is part of their job for many of them, although they generally do not have a regular weekly schedule. The implication they have a little less than other faculties also have practical effects. They are the only group of regular employees under the FSA contract without access to some form of short-term development leave. The process of preparing the latest version of the collective agreement for printing has been painfully slow.
Despite the time spent between collective agreements, the employer refused to make most of the changes requested as part of the proofing process. If the new collective agreement is finally published, then it will always contain an inconsistent use of terms, ambiguous references and other minor issues that we hope to resolve. In March, we proposed to the employer that only three errors in the collective agreement be corrected before the pressure was put. We have to hear. We intend to close the pressure of the 2010-14 agreement at the beginning of negotiations for its renewal. In this case, printed copies of the current agreement will be available before the summer.