SAFA Grievance Process
I received much personal satisfaction from comments reiterated to me over the past several weeks from association members. It was mentioned that, within the Institution there appears to be more collaboration and transparency between the Faculty Association and Management than that of prior years. Furthermore, it is gratifying and reassuring to hear that the SAFA Executive Committee and the Faculty Council have been pro-active and accretive in dealing with members concerns, requests and inquiries.
Moreover, membership Grievances have remained minimal for the past two years. This doesn’t negate the fact that Association members are very much encouraged to bring any of their concerns and complaints to the SAFA Office. In many incidents the frustration and anxiety experienced by a Faculty members can be rationalized through discussion and a clear understanding of what an individual’s rights are under our Collective Agreement.
On many occasions, and with permission, SAFA have solicited involvement from a Faculty members Employee Service Representative to act as a liaison or mediator in certain situations. Often misunderstandings can occur between a Faculty Instructor and his or her Supervisor. These differences can often be resolved through positive dialogue with the Supervisor, Instructor and a SAFA Representative.
More importantly, SAFA abide by and promote Section 20: Sub-Section 20.03:-Informal Discussion: Of the Collective Agreement.
An Academic staff member should first discuss the subject of the proposed grievance with his Academic Chair or Manager in an attempt to resolve the matter. An Association Representative may accompany and assist the academic staff member at this stage.
To date SAFA have resolved numerous confrontational issues arising from misinterpretations and an unclear understanding of the Collective Agreement. Having the opportunity to hear both sides of an issue provides a clearer perspective for all parties, and a definitive resolution can be obtained.
Furthermore, SAFA have and will continue to file Grievances for Association Members when circumstances are warranted. WITHIN THE Collective Agreement, Section 20.01 of the Grievance Procedure describes this process. SAFA have and will continue to include other potential Grievances such as: Position Abolishment’s; insufficient payment for Contract work; Negative Evaluations on an Instructors P.P.R and remuneration for any missed degree designations. July of 2015, SAFA was successful in winning an Arbitration Award for a Faculty member, this was a long and emotional process but with a positive outcome.
As part of the SAFA Academic Faculty Association Constitution (Policies /By-Laws) Objectives, SAFA are committed to:-
4.01 To support excellence in instruction.
4.02 To liaise with external organizations.
4.03 To promote effective relationships between the Association and the Representatives.
4.08 To promote and establish good relations amongst members.
SAFA value all its members and deal with all personal matters that a Faculty member brings forward, with compassion, openness and integrity. Situations, where answers may be misinterpreted or ambiguous SAFA will seek a Legal Opinion through their Legal Counsel. SAFA have and will involve a Faculty member in a face to face discussion with our Legal advisor if and when the situation warrants it. This process is transparent and allows the individual Faculty member to ask any direct question(s) regarding their circumstance. In my experience this process assist a Faculty member in making an informed decision.
The Grievance process is the mechanism by which SAFA insures fairness and adherence to the Collective Agreement. SAFA are aware of the sensitivity of filing a Grievance and will readily advise any Faculty member of the steps required for the Grievance procedure.
James McWilliams
SAFA President