Table of contents
1) Reminder: Article 5, Computing Infrastructure
Following a recent notice from the university’s Information Technology (IT) team, at least one faculty has informed its members that support and updates for the Windows10 operating system will cease by the end of 2024. According to the IT team, this may create technical challenges because Windows11 is not compatible with older computers (i.e., models that are more than 5 years old) currently used by some Members. More importantly, these computers will no longer be able to connect to the University network.
In its memo, and in contravention of Article 5.1.2 of the Collective Agreement, the Faculty in question suggests that members with computers that are not compatible with Windows11 are responsible for replacing their devices. Article 5.1.2 of the Collective Agreement specifies that:
“The Employer agrees to provide and maintain adequate computing resources, including hardware and software, as are required for fulfilling the basic and typical workload of a Member. Unless otherwise provided as part of a sponsored research project, a Member shall be provided with
a) one (1) computer (including monitor, keyboard, mouse, and necessary cables) capable of connecting to the University network and capable of running such software applications as described in (b) below;
b) software applications, to perform basic email, calendar, word processing, spreadsheet analysis, and presentation functions; and
c) access to networked printing resources in the Member’s academic unit.
If a Member’s computer ceases to function adequately and cannot be restored to normal function as determined by the Employer’s staff, the Employer shall provide a replacement computer.
As this article specifies, the Employer is responsible for providing members with a working computer that can connect to the University network. This is not a purchase that members should be expected to make out of their own pocket or by using their Professional Expense Reimbursement funds.
2) Memorandum of Understanding on Bill 124
In the wake of the Ontario Superior Court of Justice finding that Bill 124 was unconstitutional, the APUO reached a Memorandum of Understanding (MOU) with the Employer to secure retroactive salary increases for the period spanning May 1, 2021 to April 30, 2024.
Members will recall that the MOU was ratified on November 1, 2023 with the approval of 98% of the members who voted. The Employer has 120 days as of November 1, 2023 to implement the salary adjustments and retroactive pay. This means that all adjustments and back-pay must be completed by February 29, 2024 at the latest.
The Employer has informed us that:
- the new salaries will be applied as of Members’ February 15 pay;
- retroactive pay will be processed in two stages:
- retroactive pay for the period following the launch of Workday (May 2023 to January 2024) will be paid on February 15; and
- retroactive pay for the period preceding the launch of Workday (May 2021 to April 2023) will be paid on February 29.
In both instances, reimbursement will be made with your regular pay.
Members can read the full Memorandum of Understanding here.