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Milestones

Some significant events in the history of the union. A history of Negotiations and Settlements is also available on the web site.

1975

• First academic association in Ontario to become a union.
• First negotiating team to be headed by a woman (previously served as Salary Chair and President of CUASA, later to serve as President of CAUT).
• First academic collective agreement negotiated in Ontario.
• First to add sexual orientation to grounds of prohibited discrimination list contained in collective agreement.
• First to provide an anomaly fund for female salaries ($60,000.00).
• First to control use of sessional lecturers.
• Contract clause on affirmative action for Canadian academic job candidates.
• Dental Plan negotiated.
• CUASA successfully argues for exclusion of CDI from Anti-Inflation Legislation (all universities in Canada subsequently observe ruling).

1977

• First (and still only) to provide instructor employees with the opportunity to transfer to faculty ranks without there being a faculty vacancy available.
• One of the very first fully-employer-paid maternity leaves (12 weeks) negotiated.
• First to provide greater security for term appointees.
• Benefits provided to retired members.

1980

• First to negotiate a salary rationalisation system (negotiations spanned 1977-1980) based on years since first degree (rather than last - and still the only union to do so).
• First to negotiate a comprehensive mid-career options package permitting academics greater flexibility in their employment relationship.
• First to provide for employment beyond the age of 65 (a benefit to those who enter careers later and who are, thereby, penalized with a lesser pension).

1983

• CUASA arbitration successfully restores CDI following Inflation Restraint Act (other Ontario Universities apply CUASA ruling resulting in restoration of CDI/PTR for their academic staff).

1985

• First to tie professional librarian and instructor salaries (female dominant groups) to assistant professor floor using a ratio to stabilize the difference between salaries for these groups. Employment equity for under-represented gender in hiring negotiated.

1989

• First to provide for reciprocal free tuition in Ontario (after many years of seeking this benefit)

1990

• First to use Pay Equity legislation to benefit professional librarians (15 of 26 librarians receive increases)

1991

• First to use Pay Equity legislation to benefit 71 female professors (even though legislation did not technically apply). Amount distributed, $250,000 retroactive to May 1990.
• First to provide same sex spousal benefits for members (after many years of seeking this at bargaining)

1993

• Only academics in Ontario to receive a salary increase during the first year of the Social Contract Legislation.

1997

• Full collegiality in accordance with the Carleton University Act extended to instructor employees by renaming them as Lecturer (Instructor) employees.

1999

• Same sex spousal benefits applied to the Carleton University Retirement Plan.
• Retired members receive out-of-province health care benefit.

2001

• First sabbatical in a faculty member's academic career at 100% of salary.
• Automatic carry-forward of Professional Expense Reimbursement funds to a total of $2400, excess unspent funds to be transferred to Bill Jones Scholarship.
• Extra 5 days annual leave for professional librarians with 14 or more years of service.