CUASA Policies

Academic Defence Fund Policy

Adopted August 5, 1976

Academic Defence Fund: Terms of Reference

1. The Academic defence Fund shall be reserved exclusively for uses which defend the interests of the academic staff of Carleton University. Without limiting the generality of the foregoing, its principal use shall be to support the costs of grievance and arbitration actions of the Carleton University Academic Staff Association.
2. The Trustees of the Fund shall be the current President, President-Elect and Treasurer of the Carleton University Academic Staff Association.
3. The Trustees may withdraw or transfer monies from the Fund and from any account which they may open with monies assigned by the Association to the Fund. The Trustees may also use monies from the Fund to purchase notes or securities in the name of and on behalf of the Fund, provided that any such note or security shall be fully insured for its full face-value.
4. Monies from the Fund or monies from any account in the name of the Fund may be withdrawn by any two of the three Trustees of the Fund, provided however that no monies may be withdrawn or transferred from the Fund or from any account containing monies from the Fund without a majority vote in favour at a duly constituted meeting of the Steering Committee of the Association.

Policy on Harassment

Adopted November 24, 2008

CUASA staff and members are entitled to a harassment free environment while engaging in activities undertaken on behalf of the Association.

Harassment strikes at the heart of human rights and solidarity, two principles that CUASA respects. Therefore, CUASA will not tolerate nor condone behavior that is likely to undermine the dignity of an individual, or which creates an intimidating, hostile or offensive environment. As an association of academic staff, we must stand together to protect human rights.

If you believe you are being harassed, act immediately:

a) If possible, make it clear you do not welcome such behaviour. You can do so either on your own, verbally or in writing, or with the assistance of another party. Indicate that you will take further action if the behaviour continues.

b) If the inappropriate behaviour persists or if you feel uncomfortable approaching the person whom you feel is harassing you, contact one, or both, of the following designated representatives who will investigate the matter in a timely fashion.

CUASA President

CUASA Grievance Chair

In considering complaints CUASA will abide by the definition of harassment as employed by the Ontario Human Rights Commission.

The investigation of each incident will be handled confidentially and expeditiously, with particular sensitivity for the complainant. The resolution could include, but not be limited to, apology and reprimand.

This policy does not preclude an individual from seeking legal remedy.

Policy and Advice Statement with respect to Strikes by Members of Another Bargaining Unit

Adopted September 22, 1978 and amended November 15, 2002

The Association recognizes that one of the principles of unionism is that a union member should respect the request of other members of the union movement that they honour a picket line. However, decisions of the Ontario Labour Relations Board indicate that an Association-promoted refusal by an employee to cross a picket line set up by another union may constitute a strike which would violate the Labour Relations Act and the collective agreement. In light of this the Association must advise its membership as follows:

1. A mass refusal, promoted by the Association, to cross picket lines established at the University campus may constitute an illegal strike and subject the Association to appropriate penalties for violation of the Ontario Labour Relations Act and the collective agreement, particularly if members of the Association in positions of responsibility are involved, such as Councillors and Executive Officers.

2. The absence of a clause in our collective agreement insulating employees from disciplinary action on the part of the employer means that members of the academic staff who observe legal picket lines run a risk of disciplinary action by the employer; such disciplinary action usually takes the form of docking of pay. In the event of such discipline, members of the bargaining unit have a right to fair representation from the Association as in any other case.

3. In the event of a legal strike against the Board of Governors by another union, members of the Association should not undertake the work of those employees who are involved in such a strike. In such a situation members should also be alert to violations of our own contract or of the law, such as a reduction of services, unsafe or unsanitary conditions. Any attempt to compel members of the Association to do the work of striking employees or assist their replacements outside their normal duties or other violations of our own contract should be protested through the Grievance Procedures of our contract.

4. In the event of a legal strike by another union, members should also be aware of the fact that students may have conscientious objections to crossing a picket line. It is the view of the Association that such conscientious objection should be respected without prejudice to the individual student and that members should take appropriate measures to accommodate such objections.