Article 13: Academic Workload 13.1 Workload of Faculty Employees The normal workload of faculty employees shall include teaching, research/scholarly/creative activities, and service to the University in proportions of approximately 50%, 35% and 15% respectively of each employee's time, as governed by and varied in accordance with past practice. For each faculty a normal workload shall be defined by past practice. 13.2 Teaching Workload of Faculty Employees (a) Subject to Article 13.2(b), within a normal workload, "normal teaching load" within a Faculty shall be defined by past practice in relation to the number of full-course equivalents taught per faculty member or as may be agreed to hereafter by the parties. (b) Subject to approval by the appropriate dean, the appropriate chairperson or equivalent shall, with due notice and consultation, assign teaching duties to individual faculty members in accordance with the provisions of Article 25 of the Collective Agreement in the light of the individual's discipline, abilities and specialties, and consistent with the normal teaching load of the faculty and department in question. As a part of the normal workload assignment the chairperson or equivalent may assign teaching in the Summer Session. Teaching duties shall include, but not be limited to, advising students and prospective students, and conducting scheduled classes. (c) Adherence to the normal teaching load shall encompass necessary minor year-to-year fluctuations in an individual's teaching load, these fluctuations balancing out over time. (d) (i) An employee may, with the agreement of his/her chairperson, undertake more than the normal teaching load for his/her department. Normally, such an arrangement shall be formalized in writing between him/herself and the appropriate chairperson, and shall be included in the employee's dossier for promotion, career development and scholarly achievement assessments. (ii) Where an employee's performance in research/scholarship, as assessed pursuant to Article 41.3(a), is substantially below the norm and has been so for at least five (5) consecutive years, the dean may assign the employee more than the normal teaching load for the employee's department. Such additional assignment shall not exceed one (1) full-course equivalent in any academic year. This assignment shall be formalized in writing by the dean, and shall be included in the employee's dossier for promotion, career development and achievement award assessments. (e) The chairperson shall endeavour to arrange teaching duties in a manner acceptable to each faculty member. Normally, the assignment of scheduled instruction shall be concentrated in two (2) consecutive terms of any academic year ending August 31. (f) Factors affecting faculty teaching workload shall include, but not necessarily be limited to, the following: (i) the number of separate courses taught by each faculty employee; (ii) the number of scheduled contact hours per course; (iii) the number of hours of preparation, grading, and administration per course; (iv) the number of students enrolled, on average, per course; (v) the number of hours of student counselling per course; (vi) the level (introductory, upper year, graduate, etc.) of each course; (vii) the type (lecture, seminar, etc.) of each course; (viii) assistance of graduate students or colleagues in the teaching of courses; (ix) additional hours of preparation required for a new course; (x) the relation of thesis and special project supervision to classroom teaching; (xi) the relation of the individual faculty employee's teaching responsibilities to his/her research and scholarship; (xii) comparison of faculty workload at Carleton with that of other universities in Ontario; (xiii) the relationship between workload policy and other aspects of long-range academic planning; (xiv) whether the course is filmed or videotaped. 13.3 Librarian Workload (a) Duties (i) The workload of a professional librarian employee shall be that specified in the current job description(s) for his/her position. All job descriptions of professional librarian employees shall be fully accessible to professional librarian employees. (ii) The job description in each case shall be consistent with goals and objectives which shall be established through consultation between the professional librarian employee and the appropriate supervisor, and shall be generally attainable within a thirty-five (35) hour week averaged over the year. (iii) A professional librarian employee may devote time during working hours to professional development activities in accordance with Article 15.4(c). (iv) Leave to engage in professional development activities shall be subject to agreement between the professional librarian employee and the University Librarian or his/her designate. Such leave shall not be unreasonably withheld. (b) Scheduling (i) The hours of work for each professional librarian employee shall be scheduled fairly and equitably during the opening hours of the library, pro-rated for professional librarian employees working less than full-time. (ii) Professional librarian employees shall not be scheduled for more than twelve (12) hours per week of reference service, and not more than forty-eight (48) hours per year of instructional service averaged over the year, except on occasion for special conditions such as staff shortage owing to illness, special projects, etc. (iii) For purposes of this Article, a scheduled reference shift shall not exceed four (4) hours and the total scheduled reference and instructional service on any day shall not exceed five (5) hours. (c) Hours (i) Hours of work shall be flexible and in accordance with past practice concerning arrangements between employees and supervisors unless altered by mutual agreement between the parties to this Agreement. (ii) There shall be no change in hours of library operation which result in alteration of established public service information schedules without one (1) calendar month's prior notice to the Association and to the professional librarian employee(s) involved. (d) Compensation for Weekend and Holiday Duties (i) Hours worked on non-statutory holidays shall be compensated for with equivalent time off, the scheduling of which shall be subject to agreement between the professional librarian employee and the immediate supervisor(s). (ii) An employee who is scheduled to work on a Saturday, Sunday or statutory holiday shall be compensated at a rate equal to 1.5 times the hours worked, the scheduling of which shall be subject to agreement between the professional librarian employee and the immediate supervisor(s). 13.3 (e) In the event of disagreement between the employee and the supervisor regarding any of the preceding matters, the employee shall have the right to appeal to the University Librarian who shall, within the provisions of this Article, make his/her decision and shall notify the supervisor and the employee in writing of that decision within five (5) working days. (f) Professional librarian employees shall have the right to attend CUASA meetings as and when required during work days provided the exercise of this right does not cause an adverse impact on the needs of students and the scheduled public service of the library. (g) When a professional librarian employee who is on approved leave for a period of twelve (12) months or more or on long term disability is not replaced the employer shall advise the Association as soon as practicable in writing indicating the disposition of the duties and/or intention to fill the position. 13.4 Instructor Employees (a) General (i) The workload of Instructor employees includes assigned teaching responsibilities, professional and/or instructional development, assigned administrative tasks and, where the position in question is governed by a job description (appended to this Collective Agreement) such duties as are contained in the relevant job description. (ii) The workload of Instructor employees shall not exceed an average of thirty-five (35) hours per week over eleven (11) months each year (with one (1) calendar month annual vacation). When an instructor is appointed to assume a workload less than the full workload (Article 12) or assumes such a lesser workload by agreement with the employer, (Article 13.6), his/her salary shall be pro-rated accordingly. (iii) The employer reserves the right to develop measures to monitor the work of Instructor employees, and to require the cooperation of Instructor employees in such monitoring. Such measures will, however, be implemented only after consultation with the Association. (iv) Instructor employees shall devote about three-quarters (3/4) of their time to teaching, directly related activities, and/or, where appropriate, duties specified in the employee's job description. Instructor employees shall have most of the remaining time available for professional and related development, with a small amount of time for duties arising from Article 15.3(b)(xii), (xiii) and (xiv). (v) No Instructor employee shall be required to teach more than the equivalent of three (3) different courses per term in the Fall and Winter terms, or more than four (4) in any one twelve (12) month period from September 1st to August 31st and shall not be required to teach more than the limit established in Article 13.4(b)(iv) below. (vi) An Instructor employee's chairperson shall assign workload in consultation with the Instructor employee concerned and in accord with the provisions of Article 25 of this Collective Agreement. The provisions of Article 13.2(f) shall apply, mutatis mutandis, to Instructor employees. Where an Instructor employee is not satisfied with the work assigned, though it falls within the provisions of this Agreement, he/she may appeal to the appropriate dean. (vii) Subject to Article 20.8(c), the employer shall provide an opportunity each year to take at least three (3) consecutive weeks of annual vacation sometime during the year, and will provide an opportunity at least every second year to take a full month of annual vacation in the period from July 1st to August 31st . (b) Instructor Positions Without Individual Job Descriptions (i) Subject to the Memorandum of Agreement signed by the parties on December 11, 2003 these Instructor employees shall not teach more than four (4) credits or the equivalent of one-and-one half (1.5) times the normal full teaching load of faculty employees in the same unit or sub-unit, whichever is less, averaged over each consecutive twenty-four (24) month period, and shall not teach more than the equivalent of one-half credit course in excess of 1.5 times the normal faculty employees' teaching workload in any academic year ending August 31. (ii) Subject to operational requirements, the employer will make every reasonable effort to allow an Instructor employee to teach his/her full course load in the Fall/Winter Session. In any event, every second year an Instructor employee may teach his/her full course load in the Fall/Winter Sessions. Any Instructor employee who chooses this option shall not be assigned teaching duties under these workload provisions during the following summer, but shall continue to devote him/herself conscientiously to professional development and/or scholarly activities and such other duties as may be required under Article 15.3(b)(xii), (xiii) and (xiv). (iii) Total number of different or separately registered students in classes for which the Instructor employee is responsible shall be determined with due consideration for sound pedagogy. (iv) Maximum contact hours per week in any one term shall be as follows: (1) in all other units in the Faculty of Arts and Social Science, except for the Modern Languages units in SLALS, seventeen (17) hours where five (5) sections are taught in that term; fourteen (14) hours where four (4) sections are taught in that term; and eleven (11) hours where three (3) sections are taught in that term; and, (2) in the Modern Languages unit in SLALS, a maximum of sixteen (16) hours per week averaged over two (2) years where necessary. (v) Those Instructor employees employed to teach non-credit courses exclusively to the equivalent of not more than (2) groups of students over a year shall be assigned a maximum of twenty (20) contact hours. (vi) Where an Instructor employee is assigned the co-ordination of a multi-section course, or other substantial duties over and above the instructor's normal duties, there shall be an appropriate compensatory reduction in other assigned teaching workload. (c) Instructor Positions in the English Language Program About three-quarters (3/4) of the time of these Instructor employees shall be devoted to teaching and directly related activities. The assignment of these activities shall be governed by the following: (i) These Instructor employees shall not teach more than the equivalent of two and one-half (2 ½) intensive credit courses in any twelve (12) month period. (ii) In cases where course enrolment permits, an Instructor may teach a non-intensive Fall/Winter course or equivalent. An Instructor employee who teaches such a non-intensive or equivalent course in the Fall/Winter shall not be assigned teaching duties under these workload provisions during the following summer, but shall continue to devote him/herself conscientiously to professional development and/or scholarly activities and such other duties as may be required under Article 15.3(b)(xii), (xiii) and (xiv). (iii) An Instructor employee who does not teach a non-intensive course or equivalent must, in the following summer, teach one-half (½) of an intensive course. In such case, where course enrolments permit, an Instructor employee may choose to teach in either the May-June period or the July-August period. (iv) No Instructor employee in this group shall be assigned more than fifteen (15) contact hours per week except as provided for in (v) and (vi) below. (v) Where an Instructor employee opts to teach a non-intensive course or equivalent in the Fall/Winter Session, eighteen (18) hours per week shall be the maximum. (vi) Instructor employees may teach non-credit courses as part of their workload assignment under (i) above. (d) Instructor Employee Positions with Individual Job Descriptions Each Instructor employee in this category shall perform the work specified in his/her job description provided that the duties there specified can reasonably be carried out in a thirty-five (35) hour week averaged over the year, after approximately one-quarter (1/4) of that time integrated over the year has been deducted for professional development and assigned duties arising from 15.3(b)(xii), (xiii) and (xiv). (e) (i) When an Instructor employee is scheduled to teach a course in the summer as part of his/her workload, he/she shall have the option of taking two (2) months' leave of absence without pay instead of teaching. Such leave shall require the consent of the appropriate dean after consultation with the department chairperson concerned. However the leave may be withheld only in the case of essential department need. (ii) The Instructor employee shall apply for such leave no later than three (3) months before the start of the scheduled summer course. All regulations regarding Leave of Absence Without Pay (Article 20.1) shall apply except that: (1) Membership in the retirement and other benefit plans must be maintained. The employee shall pay the full costs of membership in the retirement plan during the period of leave. Costs of other benefit plans will continue to be apportioned according to the cost-sharing arrangement specified for employees in Article 40. (2) Such leave shall not affect credit for years of service or other entitlement to consideration for career development increments, promotion, sabbaticals, confirmation, or renewal of term or preliminary appointment. (3) The appropriate dean shall inform the Instructor employee of his/her decision no later than two (2) months before the start of the scheduled summer course. (4) The Instructor employee shall inform the appropriate dean in writing of irrevocable acceptance or rejection of the leave no later than six (6) weeks before the start of the scheduled summer course. (iii) The Instructor employee shall not teach for remuneration at Carleton University during any period of leave awarded under the terms of this Article. (iv) Leave may not be awarded under the terms of this Article more often than once every two (2) years. (v) Whether an Instructor employee teaches a summer course (other than for an extra stipend) or takes leave of absence without pay in lieu of teaching a summer course, he/she shall be entitled to one (1) month of annual leave in the period from July 1st to August 31st of the following summer except in the Faculty of Science, where the employer will make every attempt to provide this opportunity. (f) An Instructor employee may be assigned such other academic and administrative duties as he/she is able to perform in place of part of his/her teaching and/or job description duties, if a full load of teaching or job description duties is not available. Such duties may include counselling of students or preparing instructional material or designs of a sort not part of the usual preparation for courses which they customarily offer. Such assignments shall not take up more than about one-quarter (1/4) of an Instructor employee's total work time averaged over eleven (11) months. Instructor employees must be engaged at least one-half (½) time in teaching or performing job description duties. (g) Where an Instructor employee is teaching for the first time a course which requires unusual advance research and/or the preparation of unusually extensive or elaborate course material, his/her chairperson shall take this into account in assigning his/her workload. 13.5 Reduced Workload with Pro-Rated Pay (a) Reduced workload with pro-rated pay may be granted by the employer at any time to any tenured or confirmed employee who applies voluntarily for such status. Normally, the reduction in workload shall not exceed two-thirds (2/3) of the full workload as defined by Article 13, as appropriate for the category of employee. However, the distribution of the reduced workload in respect to the normal components of full workload as determined in Article 13 shall be a matter of agreement between the employer and the employee. (b) An employee working a reduced workload at pro-rated pay shall continue as a member of the academic staff and a member of the bargaining unit. (c) The employee shall continue to enjoy all benefit plans as listed in Article 40, subject to the conditions of any particular plan, and including such cost-sharing arrangements as there specified. With respect to the Carleton University Retirement Plan, the employee and employer shall contribute according to the provisions of Article 9.10(c). (d) An employee working a reduced workload at pro-rated pay shall earn credit toward sabbatical, tenure, confirmation and promotion on a pro-rated basis. Article 9.4(d) shall apply with respect to the calculation of service toward tenure, confirmation, promotion and sabbatical. (e) An employee working a reduced workload at pro-rated pay shall receive such additions to his/her nominal salary as shall be implemented, as a result of collective bargaining, from time to time during the period of reduced workload and shall be eligible to have career development increments added to the nominal salary. (f) Three (3) months prior to the commencement of such period, the employer shall inform the employee, in writing, of all the agreed terms and conditions upon which the granting of leave is based, including a reference to specific section(s) of the collective agreement which governs reduced workload and specifying a deadline for acceptance or rejection of the said terms and conditions. (g) The employee shall not be deemed to have accepted the terms of such reduced workload until he/she has so notified the employer in writing. Failure to accept within the deadline specified in Article 13.5(f) shall be deemed to constitute non-acceptance. (h) An employee seeking a reduced workload may be represented by the Association at every stage of the discussions concerning such an arrangement. (j) Once accepted by the employee, the employee becomes responsible for any cost to the employer arising directly out of a subsequent alteration to the arrangements with respect to such reduced workload sought by the employee, before the term of expiration of such arrangements as specified in writing in accordance with (f) above. 13.6 Reduced-Time Provisions for Long-Service Employees (a) Notwithstanding the provisions of Article 13.5(a) and 9.10(b)(iv) of the Agreement, any employee aged fifty-five (55) years or over and with ten (10) or more years of full-time service at Carleton University is entitled to, and may apply for, a special reduced-time arrangement on the basis of the provisions set out below: (i) A faculty employee shall normally be assigned a teaching load of one-half (½) of the normal teaching load as defined in Article 13.2. Any deviation from this normal teaching load shall occur only at the request of the employee concerned, and with the agreement of the dean. (ii) A faculty employee's workload in the other areas of responsibility (graduate and honours student supervision, research, and service to the University) shall be pro-rated so that his/her total workload, including the teaching load as defined in (i) above, does not exceed one-half (½) of a full workload as defined in Article 13.2 in any remaining year of service. (iii) The distribution of the reduced workload, as defined in (ii) above, in respect of the normal components of a full workload, as defined in Article 13.2, shall be a matter of agreement, subject to (i) above, between the employer and the faculty employee. (iv) An Instructor or professional librarian employee shall be assigned a workload that does not exceed one-half of a full workload, as defined by Article 13, as appropriate to his/her category of employee. (v) The provisions of (iii) above shall apply to an instructor or professional librarian employee, mutatis mutandis. (vi) An employee who enters into a special reduced-time arrangement shall receive a salary equivalent to one-half (50%) of his/her nominal salary at the time of entering into the arrangement, plus an additional three percent (3%) of the said nominal salary for each year of full-time service at Carleton in excess of ten (10) years to a maximum of fifteen (15) years of full-time service, to produce an actual salary not exceeding sixty-five percent (65%) of nominal salary. (vii) Unless prohibited by agreement with the carrier(s), the employer shall provide a reduced- time appointee with the same benefits and coverage as specified in Article 40 for employees (except the Carleton University Retirement Plan) and shall, where applicable, contribute to the cost of these plans on the basis of nominal full-time salary. (1) For the Carleton University Retirement Plan, the reduced-time appointee shall contribute at the rate of 6% of his/her actual salary. (2) The employer shall contribute to the plan at the rate of 6% of the reduced-time employee's nominal salary, plus an amount equal to the difference between 6% of the employee's nominal salary and 6% of his/her actual salary. (3) Full credited service shall be granted to each reduced-time employee for each year in which the provisions of (a) and (b) above apply. Where an employee has been employed on a reduced-time basis prior to the application of this Article as here worded, credited service shall be pro-rated in accordance with the level of contribution he/she elected to make under the terms of this Article before revision. (4) For the purposes of the Minimum Guarantee as defined in the text of the Carleton University Retirement Plan, the employee's full-time nominal salary shall be used to calculate the average of the best five (5) years' earnings. (viii) Normally, the employee shall take up the option on either July 1 or January 1 with at least six (6) months notice provided to the appropriate dean or University Librarian. (b) This special reduced-time arrangement is conditional on the employee agreeing to retire early on either July 1 or January 1 as follows: reduced time at age 55 retire within 5 years of taking up the option reduced time at age 56 or 57 retire within 4 years of taking up the option reduced time at age 58 or older retire within 3 years of taking up the option. (c) Notwithstanding Article 9.10(g), when an employee enters into a special reduced-time arrangement, that arrangement shall normally be considered as permanent for the duration of his/her service at Carleton University. (d) For the purposes of a sabbatical, a reduced-time appointee shall have the right to a pro-rated sabbatical stipend based on nominal salary. To calculate the sabbatical stipend refer to Article 21.3(h). 13.7 Temporary Assignment of Professional Librarian Employees (a) It is understood that to meet operational requirements it may be necessary in some circumstances (such as, but not limited to, extended leaves of absence of other professional librarian employees) to make temporary assignments of duties other than those specified in the job description. Where such temporary assignment of duties is required for a period of one (1) month or more, the employee shall receive notice in writing which shall stipulate: (i) the change in duties to be performed; (ii) the duration of the temporary assignment, which shall not exceed twelve (12) months except by agreement of the employee(s) concerned; (iii) that duties, including the temporary assignment, shall be generally attainable within a thirty-five (35) hour week averaged over the period of the assignment; and (iv) any other conditions attached to the assignment. (b) The professional librarian employee shall sign the notice acknowledging its receipt, and may add comments to the notice. A copy of the signed notice, with comments, shall be filed with the job description in accordance with Article 11.2(b). 13.8 Committee on Workload (a) The parties agree that a Parity Committee of six (6) persons shall be established by the parties no later than one (1) month following the signing of this collective agreement, to examine all aspects of the workload of faculty employees, as defined in Article 13.1 and 13.2, and in particular to make recommendations to the JCAA with respect to: (i) ways of measuring faculty employees' teaching, research and service workload, (ii) the redefinition of normal teaching load in Article 13.2(a), (iii) the rights and responsibilities of employees who undertake more than the normal teaching load for their Departments, and (iv) the factors affecting teaching workload which shall include, but not necessarily be limited to, those set out in Article 13.2(f). 13.8 (b) The Committee shall solicit submissions from interested parties within the University, both individuals and groups. (c) The Committee shall report to the JCAA no later than eight (8) months after the ratification of this collective agreement.