Please contact us with your questions or comments.
- Memorandum of Agreement - Research and Scholarship Activity Leave
- Memorandum of Agreement - Group Life and Accidental Death & Dismemberment (AD&D) Insurance
- Memorandum of Agreement - Long Term Disability
- Guide to Application for Conversion (updates coming soon)
- Guide to Application for Promotion (updates coming soon)
- (Annual Workplan) Performance & Development Planning Form
President: Ken Christie
Members at Large:
Health and Safety Officer: Moira McDonald
RRUFA Member's Site
Universities and colleges across Canada have collective agreements with their faculty and staff and negotiations to renew collective agreements, or collective bargaining, are a part of the life cycle of collective agreements.
RRU is committed to integrity in all our labour relations. Fair and competitive terms and conditions of employment for our faculty and staff are foundational to our ability to deliver on our mission of excellence in teaching and learning, service and research and fostering student success.
JUNE 18, 2020 - CBA & PRESENTATIONS
Coming soon - we are working together with RRUFA on a final edited version of the new Collective Agreement. Presentations via BlueJeans will be scheduled in the coming weeks to provide affected stakeholders an overview on the changes and what the changes mean.
May 27, 2020 - NEW COLLECTIVE AGREEMENT HIGHLIGHTS
We are pleased to annouce ratification of the new collective agreement by UPSEA and confirmation of ratification from PSEC. Highlights of this agreement include:
- Term: three years, expiring March 31, 2022
- General wage increases of 2.0% on April 1 of each year of the agreement, plus corresponding increases to all salary floors by 2%
- Market adjustment increase to the salary floors in Year 1 for the ranks of Professor and Assistant Professor in the amounts of 3.8% (approximately $4000) and 22% (approximately $13,000) respectively
- An increase to members’ annual Personal Professional Development fund from $1,200 to $1,550, plus a corresponding increase to the amount of permitted carryover
- A new fund in the amount of $23,500, replenished each year, dedicated to addressing salary anomalies and initiatives that will enhance Equity, Diversity and Inclusion at the University
- Agreed Members are now eligible for tuition assistance in accordance with the RRU Tuition Assistance Policy thereby increasing Tuition waiver for members from 50% to 75% and allowing for 50% waiver for immediate family members.
- Increased Workload Unit (WLU) value of 3-credit course from 3.375 to 4.0
- Increased eligibility for participation in Phased Retirement Leave; plus, (effective Year 3) 100% employer-paid benefits for the duration of Leave irrespective of the percentage of workload
- Increased notice/severance for those with a Continuing Appointment subject to layoff from maximum 12 months to maximum 18 months; reduction of maximum entitlement for those in their probationary appointment (now “continuing track”) or on a Limited Term Appointment; plus, for the first six months of notice or pay in lieu, now the Employer’s choice instead of the Member’s
- An entrenched right to 12 WLU’s employer-paid release time for Officers of RRUFA (service or research), plus 16 WLU’s to support bargaining (teaching or service) plus an entrenched ability to purchase additional release (service or research). All release time is as negotiated with the Dean during annual workload planning.
- This represents a government funded increase of approximately $652K in cumulative labour and benefits costs over the three-year term.
- Agreement to rename ‘probationary’ to ‘continuing track’ appointment
- Neutral language regarding gender throughout the collective agreement
- A new process to identify individuals subject to dismissal without cause (now “layoff”) based on length of service plus the right of first refusal should their position become vacant
- Agreement on new process for the assignment of workload distributions, ultimately giving the Deans more control; in conjunction with the increase to the Workload Unit value of a 3-credit course, separating Service from Administrative WLU’s, and increasing minimum Teaching WLUs in each of the Teaching, Research & Scholarship and Academic/Administration workload distributions. These changes, in conjunction with the new process for assignment, will facilitate increased teaching overall
- Agreement to new article to share Member data with RRUFA
- Elimination of vacation carryover from one fiscal year to the next (automatic forfeiture of unused portion) except on exceptional basis where permitted by the Dean
- Agreement to mutual selection of investigator in cases of discipline; elimination of RRUFA’s right to challenge the investigator’s findings/conclusion via grievance or arbitration
May 21, 2020 - RRUFA MEMBERS RATIFY COLLECTIVE AGREEMENT
Royal Roads University is pleased to share the results of the RRUFA ratification vote as provided by the RRUFA Bargaining Committee:
Total Members: 71
Members Voting: 59 (83%)
Vote Agree: 58 (98%)
Vote Disagree: 1 (2%)
May 13, 2020 - Agreement Ratified by RRU Board of Directors
Today we are pleaseed to announce that the Board of Governors of Royal Roads University has ratified the 3-year RRU & RRUFA Collective Agreement.
May 12, 2020 - Tentative Three Year Agreement Reached
Royal Roads University (RRU) is pleased to announce that yesterday, the negotiating teams for RRU and the Royal Roads University Faculty Association (RRUFA) reached a tentative settlement for a renewal collective agreement with a three-year term. The RRU Board has ratified the agreement and the ratification process of RRUFA members will occur in the next 7 – 10 days.
RRU would like to thank both negotiating teams for their commitment and hard work in arriving at this outcome.
2019 Royal Roads - RRUFA bargaining Updates
December 11, 2019 –Royal Roads and the Royal Roads University Faculty Association (RRUFA) concluded their 25th day of negotiations for the renewal of the 2014-2019 Collective Agreement. Talks began on June 4, 2019. The University is negotiating with RRUFA under the BC government’s three-year fixed 2019 Sustainable Services Negotiating Mandate.
Talks to date have been beneficial and the parties have come to agreement on 14 Articles that had been opened for negotiation. We will be taking a break for the holidays and will be reconvene in January. The University looks forward to continued progress between the parties.