Article 15: The Rules for "Reductions in Force"
Article 15 of the Collective Bargaining Agreement (CBA) states that retrenchment (layoffs) is an "extreme measure and not to be entered into lightly." It establishes a fair, multi-step process the University MUST follow.
Visualizing the Process Violations
1Provost's Notice
Contract Requirement
Before making retrenchment decisions, the Provost must "give notice of the proposed retrenchment" plan to: the faculty of the affected department, the department Chair, the Dean, and the Union.
Process Violations
- Provost has not notified affected departments, Chairs, or Deans.
- Provost notified Union of general intent to retrench, but has provided no proposed retrenchment plan.
2Consultation
Contract Requirement
The Union has 30 days to meet with the Provost, Chair, and Dean to discuss the rationale and implementation of the proposed retrenchment plan.
Process Violation
The University has repeatedly insisted there is no retrenchment plan to discuss.
3Voluntary Agreement
Contract Requirement
If retirements and resignations are not sufficient, bargaining unit members have 60 days to decide the order of retrenchment.
Process Violations
The University insists the 60-day period began on July 1, despite not providing the required notice. The failure to provide notice and a retrenchment plan prevented any discussion of the rationale and implementation of the proposed retrenchment, and thus did not allow for natural attrition.
4Involuntary Layoffs
Contract Requirement
As a last resort, the University may invoke involuntary layoffs in the following order: part-time, non-tenured, then tenured.
Best Practices Violation
The University has proposed layoffs without presenting any alternatives.
Additional Information
See the interactive timeline and CBA for additional details, or, if you prefer to download this information as a pdf, click here.