COLLECTIVE AGREEMENTS

Here are the links to the new agreements for the Academic Units:

Full-Time Collective agreement

Librarian Collective agreement

Contract Faculty Collective agreement

May 18th 2010

The results on Staff Ratification of the Collective Agreement are in and are as follows:

Eligible Voters:  141

Votes in Favour (yes):  111

Votes not in Favour (No): 12

Spoiled Votes: 1

Non vote: 17

Result:  78.7 % voted in favour

The Staff Collective Agreement is ratified.

 

May 1st, 2010 1h13 am

Communiqué - For Immediate Release

The Staff Negotiators and the APBU Executive are pleased to announce "An Agreement in Principle" was reached this morning at 12h30 am.

An information meeting for the staff bargaining unit will be held sometime during the coming week.  Place, date and time to be announced.

 

APBU Executive

Staff Negotiators

 

 

April 16th, 2010                     For immediate release.......

Strike Vote Results are in.........

87.8% voted in favour of giving the APBU Executive Committee a mandate to call a strike of the Staff Bargaining Unit.

88.5 % of eligible staff members came out to vote!

The APBU Executive and the Staff Negotiators thank you for your participation and support!

 

 

April 15th, 2010

Comment from a staff member:

"Think of Bishop’s as a wonderful piece of machinery that has everything from a main cylinder (students) to the nuts and bolts (staff) with a number of pieces in between (managers, administration etc.)  Now for this wonderful piece of machinery to function properly everything needs to be in sync and needs to work together from the main cylinder to the nuts and bolts.  Bear in mind that each and every piece of this machinery is as important as the next to ensure a smooth operation.  Each and every piece of this machinery also needs to be treated with the same importance and respect it deserves because if you continually have to change and tinker with the nuts and bolts then the main cylinder will eventually wear out.  So let’s work together and show respect to ensure that this wonderful piece of machinery known as Bishop’s University continues to thrive".

 

If you still have your "AT BU STAFF MATTER" button please wear it!

 

April 14th, 2010

 Information for Staff Unit Members regarding strike pay

 Strike pay is set at $80.00 per day for a total of $560.00 per week for full time members.

More details will be provided next week.

 (Part time members' strike pay information will follow shortly).

 

Whose hand is in your wallet?

Everyone has certainly seen the latest provincial budget with the introduction of user fees, increased hydro rates, another gas tax and higher sales taxes. The government will be charging more and more for its services. What does this mean to you?

From a CBC news article:

 

We have yet to see how much the federal government will take out of our wallet!

This is why it’s so important that your salary keeps pace with inflation and that people are paid for equal value of their work.

New employees at BU might think, what’s the big deal? It’s just a few percentage points difference. But, if you plan on making your job at Bishop’s your career. That few percentage points will make a huge difference to your pension’s buying power when you retire as inflation and cost of living eats away at it and your pension will be buying you less and less.

What Bishop’s is asking you is to accept is that your salary, disposable income and standard of living for you and your family will slowly decrease over your career at Bishop’s. Who would accept a job knowing that these are the type of working conditions that you are being offered?

 

Make or break our future together!

This is our make or break contract that will set the precedent on how all future negotiations will go.

If we settle for less now, it’s not just for this contract. You will be accepting to settle for less and less in every contract hereafter.

This isn’t just about money. It’s about dedicated employees being treated with fairness, equity, and respect. It’s about putting in a clear and concise job evaluation process and appeals process for current, new and future employee so that everyone is paid fairly for an equal value of work.

Support the University and donate to the Capital Campaign.

 

As employees the University asks us to support its mission, support its efforts in attracting more and more students and help to retain our current ones. In the near future, it will be asking us to support a long overdue Capital Campaign.

How is it going to be possible for employees who have been treated in such a disrespectful manner, and have seen our standard of living decline while working here, be able to be motivated and engaged in supporting this institution?

How is it possible for us to turn to our families and tell them that we are supporting a Capital Campaign when we know, that at the end of the work week, the disposable income that we have to spend on our own family is becoming less and less?

If everyone within Bishop’s University was being asked to sacrifice short term because of some economic crisis it would be more understandable. But, everyone is not being asked to sacrifice. Once again it is always the staff, the lowest income earners that are getting the shaft.

We should not give even one cent to a Capital Campaign, not because that’s all we can afford, but because it isn’t the dollar amount that matters to a campaign but the percentage of internal participation. The “We” being all of the APBU bargaining units.

 

De-indexation of your Pension while you’re working.

 

You thought Pension wasn’t an issue in this round of negotiations? Think Again!

Your Pension is based upon your 3 highest salaried years, normally this would be your last 3 years of work.

Your salary however hasn’t kept pace with inflation resulting in your standard of living and disposable income progressively declining while you’re working and along with that so has the buying power of your final Pension that is based upon that declining salary.

 Your Pension has actually been de-indexing compared to the cost of inflation while you’ve been working so that you will end up with a Pension with a buying power that is less and less when you retire and you will never make that back!

 

Is anyone else experiencing a similar de-indexation of their Pension while working?

Are we so different?

Just like the faculty, librarians, managers and administration:

You ask us for our support to help Bishop’s turn a new leaf and carry forward together.

You’ve asked us to work alongside for student recruitment and retention.

You’ve asked us to give back to the University and we have.

We take pride in our student successes and as each one graduates.

We too go to the football and basketball games to cheer on our gaiters to victory.

We too bleed purple and have many times through all of Bishop’s tough times.

We all work in the same city, pay the same for groceries, gas and taxes, have our kids play and have fun together in daycare and school.

We are told that Bishop’s is our Bishops’ too.

And yet, unlike the faculty, librarians, and administration:

We don’t get the same opportunity to have our standard of living even maintained.

You ask us to live with less and less disposable income for our families.

You reduce our Pensions so that we retire with less and less buying power.

You believe that somehow we are different and our families don’t need as much or deserve as much.

We are just staff, so after all we should expect to get less than what the rest do and we should know our place because you’ve always given us less and less.

You believe that we don’t deserve to be treated with the same fairness, equity and respect.

What you are really saying to staff is that we are different and that we don’t really matter. The recruiters that go out to recruit don’t matter, the coaches that inspire the athletes, the counselors that care for students in need, the administrative assistant that goes the extra mile and stays open after hours because a student just came in the door, the IT staffer that helped retrieve a corrupt file for a major project due within a few hours. All of us just don’t matter!

Market parity for everyone except staff!

 The University has proposed the creation of a parity committee to investigate the comparable local job market in preparation for the subsequent round of negotiations.

 For the Faculty, Librarians and Contract Faculty:

 Article appearing in the Campus News Paper

“ - Faculty Reaches 3 Year Agreement with University Administration

By Ronan OBeirne • on January 27, 2010

This increase is aimed not only at current faculty members, but also potential future professors. It brings the average salaries at Bishop’s closer to the Quebec average, as well as the average of similarly small universities in Atlantic Canada with whom Bishop’s competes for the best faculty members.

According to VP Academic Dr. Michael Childs, who led the University’s collective bargaining team, “There was a gap [between average salaries here and elsewhere], it was real, and it had to be addressed.”

“So that was good,” he added, “because we weren’t arguing about what truth was; we were arguing about how we could reach it.””

For Staff:

Parity will only be investigated for the next round of negotiations, only investigated for negotiations, plural meaning not just 2013, but also negotiations after that with no guarantees it will actually be included in the next collective agreement.

 

Staff have been waiting for over 10years now to have our position classification system fixed and our salaries adjusted to parity with the local market.

 

We all work and most of us live in Sherbrooke and pay the same for basic staples and living expenses.

 

Over the last 9 years we can see that our standard of living has decreased and not gone up or even stayed the same while everyone else has gone up.

 

Factored on top of this you need to remember that for staff we only have 10 steps on our salary scales, while the faculty have 27 steps and the administration have an infinite number of steps. This means for a faculty and administration employees they will most likely always receive a step increase each and every year they work at Bishop’s. While a lot of staff is stuck at the top of their scales with the only increase coming from cost of living adjustments.

 

 

The power of your vote.

Standing together can send a clear message and bring about positive change.

During the 2007 collective bargaining, staff rejected by 96.7% the contract offer to split the Pension Plan into a separate plan for APBU Staff. After the vote, this offer was never discussed again. The message was clear.

The last strike vote in 2007 was 97.4%, insuring that we stood together supporting our negotiators and all our members.

The University perceives that we are weak and will give in for a few paltry offers.

Afraid of a strike? Then the best thing you can do is to vote Yes and stand together with your fellow members that will be returning a majority Yes vote.

 A Yes vote will do more to keep us off the picket line than a No vote.

Why? Because a weak vote puts forward a weak bargaining position which will drag negotiations out and give the employer the perception that we are divided and that they can break us.

A strong vote however clearly sends the message that enough is enough and that we are serious about fair and respectful negotiations and treatment.

 Let us all stand united and return an even stronger strike vote! What a wakeup call that would be in the halls of McGreer and Corporation.

 

Classification articles form the foundation of our working conditions.

      The University maintains that articles on classification don’t belong in a collective agreement?

The University of Sherbrooke associations include classification in their contracts.

The basis of our articles on classification comes from CUPE (Canadian Union of Public Employees) which are included in their contracts.

Try to find a University staff association contract without classification, like looking for a needle in a haystack.

So why this position from the University? If the contract remains silent in regards to classification the University will argue “Management Rights” and it will be very difficult for us to put forward a position to bring about a fair and equitable process for our members.

Without clear and concise articles on classification within our contract it will severely hamper our ability to get a proper evaluation process, appeals process and even a fair market pay line.

The University has already hinted that their capacity to pay is well below the market and a very real danger exists that we could end up with a pay line even lower than we currently have unless we have clear articles with well defined mandates and procedures.

The best position for getting a fair classification process is to maintain a strong position of negotiations. Only through negotiations and the threat of labor unrest can our position be heard and listened too.

Legally, the University is required to perform a pay equity audit and post the final results of such an audit and submit a maintenance report to the government no later than December 31, 2010.

Legally the University is only required to compensate and adjust female job categories that are underpaid to their male equivalent.

The problem with this is that all positions have not been evaluated and compared to the market for over 10 years, resulting in underpaid male jobs which in turn will be used to underpay female jobs as compared to the market.

This is why it is essential to get a fair and equitable classification process to that all jobs regardless of gender are properly evaluated, adjusted, and compensated to the market.

  

Job

Bishop’s U Salary/hr

Sherbrooke U Salary/hr

% Difference

 

Grounds

Laborer

$17.63

$20.01

+13.5%

Postal Clerk

$19.53

$20.01

+2.46%

Secretary

$20.26

$22.24

+9.77%

Division Secretary

$24.86

$25.02

+1.41%

Accounting Clerk

$19.53

$21.34

+9.27%

Mechanic

$22.78

$24.00

+5.36%

IT Technician

$26.03

$28.86

+10.87%

IT Analyst

$28.77

$36.88

+28.18%

Painter

$20.26

$21.34

+5.33%

Security

$20.26

$21.24

+5.33%

Admissions Agent

$21.04

$22.68

+7.79%

Nurse

$20.90

$27.33

+30.76%

Counselor

$36.43

$39.56

+8.59%

Coop Coordinator

$32.16

$36.88

+14.68%

 

 

You are Visitor number:

 

Quotes

“Appraisals are where you get together with your team leader and agree what an outstanding member of the team you are, how much your contribution has been valued, what massive potential you have and, in recognition of all this, would you mind having your salary halved. “

 Theodore Roosevelt

“Equal rights for all, special privileges for none”

 Thomas Jefferson

  

April 12th, 2010

Dear Members,

 At its last meeting on April 9th, the APBU executive unanimously agreed to hold a strike vote this Friday, April 16th.   Staff will be able to vote starting Thursday the 15th at 4Pm until 9PM. Voting will take place on Friday between 9AM and 4PM. All voting will be done in the APBU office, McGreer 304.

 The Staff APBU executive Reps and negotiators will be available Tuesday, Wednesday and Thursday from noon to 1:30 in the Loft Meeting Room (by Tim Hortons) to answer questions and give information to members who are still unsure of what is happening.  I urge everyone to discuss their issues/concerns with the APBU staff representatives and negotiators.

 Between now and Friday the APBU Website will be updated with information.

 From noon to 1:30 on Friday pizza will be served in the APBU office, McGreer304.

 Sincerely,

Cheryl Gosselin

APBU President

Bishop's University

Sherbrooke (Lennoxville), Qc. J1M 1Z7

(819) 822-9600, ext. 2559.

 

April 8th, 2010

Dear Members,

 After Tuesday evening’s Information Meeting, your negotiators met Wednesday April 8th to develop a response to Corporation’s most recent Global Monetary Proposal. Taking the survey results and suggestions from the meeting into consideration, we presented our response this afternoon.  Unfortunately, Corporation felt that there was no significant change from our first proposal.  After a brief deliberation, Corp returned to inform us that as of this afternoon (April 8th), they are requesting the services of a Conciliator.  At this moment, meetings are on hold until we hear from the Conciliator.  We will keep you posted as to any further developments.

 Kevin Burnham

Larry Everett

Judy Munkittrick

Jim Sweeney

 

April 7th, 2010

Global Monetary Proposal from Corporation - March 25th, 2010

 

 

Art. 12             Association Activities:  Corp. added some hours for time off but continues to want them calculated over the life of the CA and not per year as our proposal requested.

                        They would not commit to giving us hours for a Staff APBU President and want this referred this to Joint Committee when the time comes.

Art. 16             Outsourcing/contracting out – refused our change to Protection of the Workforce but as a plus for us, they removed Future Orientations as it referred to “Strategic Planning’ and that term is no longer used. Our proposed clause on Employment Security was ignored.

 Art. 26             Working Hours and Work Schedules:  Corp is willing to increase the hours to 35 or 40 per week for a few people but not for all, including a new dept.-(not yet announced) and a group that so far has only one person. Corp added a new 70 cent per hour premium for all hours worked to a select group of people but removed positions formerly included in that group.

Art. 31             Shift Premiums: Corp increase from $.65 to $.70 for the group of staff in Security currently receiving it, and added a new group of people (7)  but removed positions (2) formerly included in that group. We had asked for premiums for all staff who work outside the standard work hours.

 Art. 32             Holidays with Pay – said they gave us 2 more guaranteed days (totaling 8) between Christmas and New Years. Our contract it is already up to 8 days anyway.  Corp is not willing to pay part-time employees for holidays based on days worked.

 Art. 33+           Family and Other Leaves - agreed to working days off for an employee getting married, agreed to unpaid time off if a member is elected to a School Board or Municipal council – as required to by law. Did not agree to Personal Well-being Days or Compassionate leave, the latter of which both Faculty and Librarians have.

 Art. 37+           Vacation- FT increase of one day every 5 years, starting at 15 - same as Librarians. PT increase in % of vacation pay after 10 years service.

Art. 38             Sick Leave- removed our automatic 10 day sick bank for FT employees at time of hire to prorated since the time of hire.  Cannot use vacation time, must use sick bank only.

                        For all employees removed completely “reasonable time off (up to 2 hours)” from the article and stated that sick bank is to be used for all appointments.  Agreed to a top-up of 100% from 90% - same as Faculty  and Librarians

                        2nd response gave 1 day added to our sick bank. Prorated for part-time employees

 Art.46              Terms & Conditions - will not remove strikes & lockouts.

 Art. 42             Salary Administration: 1% for one year and will reopen for negotiation after Corp. knows the cost of Pay Equity and Classification.

                        2nd response- 1%, 1%, 1%

Corp. did not like our proposal of our LOFI which included the process for Classification and an Article that outlined the maintenance of Classification, both of which included the appeal process.

LOFI 10-03      .5% for 2010 for Classification

 LOFI 10-04      New -2nd response – 2% of the salarial mass will be reserved for classification and whatever is left over, if any, after the process will be applied to the staff scale as a % increase.

Note:  Exact wording is not available for our proposal as it is still under discussion and subject to changes.

 

Year Cost  of  Staff  Staff  Corp Corp Staff  Faculty FT Faculty PT
  Living Actual Proposal Response 1 Response 2 Response    
2004 1.9 2.5         3.5 3.5
2005 2.2 2         3.5 3.5
2006 2 2         3.75 3.75
2007 2.1 0         0 0
2008 2.4 1.5         0 0
2009 0.3 1.5         0 0
sub-total 10.9 9.5         10.75 10.75
2010 1.7   4.5 1.5 1.5 4.5 4 8.81
2011 2.2   4.5 0 1 3.5 3 3
2012 2.3   4.5 0 1 3.5 3 3
sub-total 6.2 0 13.5 1.5 3.5 11.5 10 14.81
Total 9yr 17.1   23 11 13 21 20.75 25.56
                 
                 
COL = 2004-09 taken from Canada-Historical Inflation Rates (www.rateinflation.com)     
  Forcasts from Economic and Financial Outlook pg. 43 (www.dejardins.com/ecomomics)  
Staff = our actual and 1st response            
Response 1 & 2 is what Corp. tabled in response to our initial proposal. This was 1% salary increase   
   and .5%  as an adjustment in a Letter of Intent for 2010.      
Faculty= Ratified amounts            
 

Wednesday, March 24th, 2010

Here are the links to the new agreements for the Academic Units:

Full-Time Collective agreement

Librarian Collective agreement

Contract Faculty Collective agreement

 

Friday, September 11, 2009

The CAUT has just put out an H1N1 Checklist.  Please click here to access it.

Tuesday, June 23, 2009

The Staff Stewards are looking for APBU representatives for McGreer/Divinity and the Sports Center.  If you are interested or would like to recommend someone for one of these postions, please contact any Steward.

Thursday, June 18, 2009

Dear Colleagues,

APBU and Corporation representatives have opened negotiations on Tuesday, June 16. Two brief meetings were held: one for Contract Faculty and one for Full-Time Faculty and Librarians. In both cases, the negotiating teams introduced themselves and protocol was established. It was also agreed that the APBU would table proposals on minor

(non-monetary) issues a month from now. It is to be expected that negotiations will progress slowly over the summer and intensify in the fall.

Sincerely,

Benoit-Antoine Bacon

Academic Chief Negotiator, APBU

Friday, May 22, 2009

Please find below the link to the election results.

Results from May 21st Elections

Tuesday, May 19, 2009

The APBU Annual General Meeting and Elections will be held on May 21st, at 4:30PM in Bandeen.  Below is the Agenda for the meeting.

Please remember that you have until 4:30PM on Friday, May 15th to send me nomination forms for the positions on the APBU Executive and the Staff Stewards Committee.  I am also enclosing forms to do so.  The list of Nominees will be distributed at 4:30PM, on Tuesday, May 19th.

As usual, Staff members will be allowed to vote in advance, in my office, starting on May 20th at 11:00AM and on the 21st, before the meeting. 

Agenda:

1. Call to order

2. Approval of agenda

3. Approval of minutes of the meetings of:

·         November 12, 2008,

·         February 17, 2009 and

·         March 24, 2009

4. Elections

·         Election for APBU Exec and Staff Stewards council

·         Election of APBU representatives for the CAUT Defence Fund

5. Business arising

            -Negotiations update

6. President's report

7. Academic Joint Committee/Grievances report

8. Staff Joint Committee/Grievances report

9. Other Joint Committee reports

- Staff joint job classification taskforce committee

10. Treasurer’s report

11. AOB

12. Motion to Adjourn

Monday, March 23, 2009

As a follow up to this provincial action, the FQPPU invites everyone to sign the petition against Bill 107, now known as "Loi Courchesne".  If you are interested in signing this petition, please follow the link below and make sure you are using your University email when signing. 

http://www.nonAcourchesne.com

Tuesday, February 24th, 2009

 

On Friday, February 27th, many Universities throughout the Province will be holding various activities in protest of Bill 107, the law on Governance as proposed by Mrs Courchesne, the Minister of Education, Sports and Recreation.  In Sherbrooke, the SPPUS, AIPSA and APPRUS (the Sherbrooke University Associations) will be holding a press conference in the morning.  Cheryl Gosselin, the APBU President will also be attending this event as we support this position.  Please find below an Article from the McGill Tribune on this matter as well as the Press Communiqué from the SPPUS.

Buttons are also available in the APBU office (McGreer 304).

Board opposes Bill 107

Quebec attempts to regulate BoG

By: Theo Meyer

Posted: 2/17/09

The McGill administration is currently battling a bill that would restructure the way universities in Quebec are governed, and increase the provincial government's in the province's universities.

Quebec Minister of Education, Recreation, and Sports Michelle Courchesne first proposed the legislation, known as Bill 107, last fall, but set the the bill aside when Premier Jean Charest announced a December election. The university administration is attempting to move against Bill 107 before the Quebec National Assembly reconvenes in March.

According to the most recent available version of the legislation, the bill's aim is to increase university "effectiveness, efficiency, transparency, responsibility, and accountability" by regulating university boards of governors-the highest governing bodies of universities. The bill would impose limitations on both the size and composition of boards of governors.

Under the bill, the size of a board would be limited to between 13 and 25 members. Two-thirds of those members would have to be from outside the university community, with at least a quarter of the board coming from inside each university. In addition, the bill would mandate that equal numbers of men and women serve on each board.

Members of McGill's Board of Governors voiced their opposition to the bill at a meeting on February 9, with member-at-large Eric Maldoff, a prominent Montreal lawyer and McGill alumnus, leading the charge against the bill. Maldoff called the legislation a serious threat and said Bill 107 represents "more than a slippery slope" in its implications for government interference in the way Quebec universities are run.

In a long discussion of the issue, several governors agreed that McGill is fundamentally different than other universities in the province.

"[We need to] measure ourselves against the international community, not Chicoutimi," Maldoff said, referring to the University of Quebec at Chicoutimi.

The governors strongly criticized Courchesne during their discussion, with Board chair Robert Rabinovitch saying that the minister "can be and is quite vindictive."

McGill Chancellor Richard Pound then proposed sending a letter signed by Principal Heather Munroe-Blum, Rabinovitch, and himself, emphasizing the serious nature of the legislation.

"Frankly, I would use up one of our big [negotiating] chips on this," Pound said. "We should use more than one chip if we have to."

Senate representative and department of pediatrics member Gary Pekeles then introduced a motion for Rabinovitch, Munroe-Blum, and Pound to send such a letter, which the Board unanimously approved, with support staff representative Allan Youster abstaining from the vote.

While the reason Courchesne introduced the bill remains somewhat unclear, McGill Executive Head of Public Affairs Vaughan Dowie speculated that the bill stemmed from the Quebec government's desire to increase control of universities following the provincial bailout of the University of Quebec at Montreal's troubled finances.

"This Bill is a response to the real estate problems that occurred at UQAM, but in reality those events had less to do with university governance and much more to do with project oversight and the sharing of information within that university," Dowie wrote in an email to the Tribune.

Because McGill's Board of Governors is already composed of 25 members, the proposed bill would affect only the composition of the Board. Currently, 12 of the positions on the Board are reserved for members-at-large unaffiliated with the university. If passed, Bill 107 would raise that number to 16 or 17.

Pound and Munroe-Blum currently sit on the Board, in addition to three representatives of the McGill Alumni Association and two representatives each from Senate, academic staff, and administrative and support staff. Post-Graduate Students' Society President John Ashley Burgoyne and Students' Society President Kay Turner sit on the Board as well.

According to Dowie, the university has already made many of the changes that would be mandated under Bill 107.

"McGill has reformed and modernized our governance model and instruments over the past few years and we did not require a law for that to have happened," Dowie wrote in an email to the Tribune.

Representatives of the Ministry of Education, Recreation, and Sports did not return the Tribune's requests for comment.

According to Turner, the Board is worried about the potential for future legislation further regulating the university.

"The real problem that the Board has with [Bill 107] is what it potentially means-the spirit of the legislation," Turner said.

SSMU took action on the legislation after the Board of Governors first discussed Bill 107 last September. Vice-President External Devin Alfaro introduced four motions resolving that "privately chartered universities [such as McGill] remain sovereign regarding the composition and functioning of the governing bodies" and calling on SSMU to oppose the "political control" of universities, which Council passed by a large margin on October 28. Alfaro's counterparts at the University of Sherbrooke and Laval University passed similar resolutions.

"Our point of view is that while it's good to have external people who have expertise in running organizations on the Board of Governors, it's the people who work here, who study here, who teach here who have the most intimate knowledge of the needs, [and] the problems that are facing this institution," Alfaro said.

In addition, Turner said that she and Burgoyne have had productive discussions about the bill. Burgoyne said the issue will be discussed at the PGSS Executive's next meeting.

According to Turner, SSMU supports the governors' action against the bill.

"SSMU is not in favour of these regulations, and I think that many of the governors spoke incredibly eloquently and they were all totally right in that the government doesn't have a place in telling us how to do the specifics of our governance," she said. "And I think that everyone loses when the government comes in and does that."

© Copyright 2009 The McGill Tribune

Source: SPPUS (Syndicat des professeures et professeurs de l’Université de Sherbrooke)

COMMUNIQUÉ

Diffusion immédiate

Loi Courchesne sur la gouvernance universitaire - Vive opposition de la part des professeures et professeurs de l’Université de Sherbrooke

Trois associations de professeures et de professeurs de l’Université de Sherbrooke regroupant au total plus de 600 membres - l’AIPSA, l’APPRUS et le SPPUS - s’associent pour exprimer leur vive opposition à un projet de loi sur la gouvernance universitaire dont une première mouture, le projet de loi 107, a été présentée à l’Assemblée nationale l’automne dernier.

Le projet de loi 107 est mort au feuilleton en raison de la tenue des élections de l’automne. Tout indique cependant que la ministre Courchesne entend en présenter un semblable à la reprise des travaux parlementaires en mars.

Les professeures et professeurs regroupés au sein des trois associations s’opposent à ce projet de loi parce qu’il occulte le principal problème qui mine les universités, soit le sous-financement. Ils s’opposent à un projet de loi qui porte atteinte à l’autonomie nécessaire à l’épanouissement de l’université en tant qu’institution et en tant que service public. Enfin, ils dénoncent un projet de loi qui dévalorise le mode de gestion collégiale propre aux universités.

La «gouvernance / réingénierie» ne règle pas le problème de sous-financement des universités. Confrontées à un manque criant de ressources, certaines administrations universitaires ont été contraintes de recourir à toutes sortes d’expédients pour tenter d’accroître leurs revenus. Elles se sont ainsi lancées dans des aventures immobilières qui se sont avérées désastreuses. Très souvent, ce sont des représentants de la communauté universitaire – que le projet de loi tient pour suspects - qui ont tiré la sonnette d’alarme.

Le projet de loi entend attribuer les deux tiers des sièges du conseil d’administration aux représentants du secteur privé, qu’on dit dépourvus d’intérêts et d’attaches. Cela n’offre pas de meilleures garanties de clairvoyance et de succès. Peu au fait des rouages de l’institution, ces membres «indépendants» tombent trop souvent sous la coupe de membres de la haute direction universitaire.

À titre de fiduciaire de fonds publics, les administrations universitaires doivent rendre compte de leur utilisation et faire preuve de la plus grande transparence. Plusieurs textes de loi leur imposent déjà de nombreuses obligations à cet égard. Il n’est pas nécessaire d’en rajouter. Il n’y pas lieu d’imposer aux universités un carcan de gouvernance qui s’appuie sur des fondements essentiellement

idéologiques. Alors que les universités crient famine, le gouvernement ne doit pas leur servir de la «réingénierie» à moitié cuite et indigeste.

L’université est un service public qui s’appuie sur une longue tradition d’autonomie et d’indépendance. Il revient en premier lieu aux membres de la communauté universitaire de déterminer les grandes orientations de l’institution et de préserver la liberté académique à l’encontre des pressions de la part de groupes et d’intérêts qui visent à détourner ses ressources et à les asservir. Le projet de loi menace cette nécessaire autonomie.

Le projet de loi dévalorise le mode de gestion collégiale propre aux universités. Il impose une structure rigide et contraignante qui écarte les représentants de la communauté universitaire des lieux de pouvoir au sein de l’université. Il concentre entre les mains de quelques administrateurs de haut niveau les principaux leviers, sans les contrepoids nécessaires.

Les professeures et professeurs de l’Université de Sherbrooke, par la voix de leurs associations respectives mettent en doute la sagesse et l’opportunité du projet de loi. Ils déplorent que le débat sur la gouvernance occulte le principal problème qui mine les universités, soit le sous-financement. Ils demandent au gouvernement de renoncer à présenter un projet de loi sur la gouvernance universitaire. Enfin, ils souhaitent que s’établisse un dialogue plus constructif entre les professeures et les professeurs d’université et le gouvernement.

Ces trois associations tiendront une conférence de presse conjointe le vendredi 27 février 2009, à 10 heures, à l’auditorium de la Faculté d’éducation de l’Université de Sherbrooke (Local A2-101).

Des représentantes de l’APBU (Association of Professors of Bishop’s University) participeront également à cet événement.

Renseignements : Robert Tétrault, 1er vice-président du SPPUS (819) 821-8000, poste 62520

 

  Pension Arbitration

 

  ▪ It's about people

 

  ▪ Newsletters