Under the current administration of the University of Manitoba (UM), UMFA Members have seen multiple initiatives promoting corporatization, privatization, and false efficiencies implemented on both the Fort Garry and Bannatyne campuses.  Members have had the time needed for their research, teaching and service duties eroded by an increasing load of administrivia.  Members’ rights to fair treatment and natural justice are being disregarded, while both collegial governance and collegial decision-making are being diminished. At the same time, the administration at the University of Manitoba is advertising itself as an “Employer of Choice” and one of “Manitoba’s Top 25 Employers.”

Over the past year, a number of “new efficiencies” have been introduced, ostensibly aimed at saving time and money.  In initiating these projects, the administration has sometimes consulted with members of the university community, but didn’t listen to the feedback.  In implementing these projects, the administration did not listen to concerns identified by staff or solve the problems. The result is that academic staff are now being forced to add time consuming administrative functions to their workload, taking away from their teaching, research and service. 

After the administration rolled out a new electronic travel booking and expense reimbursement system (Concur) in 2012, UMFA received, and continues to receive, numerous complaints on the lengthy training process, the lack of flexibility in, and complicated nature of, the system and the lack of support when problems arise.  UMFA conducted a survey of its Membership to determine the impacts.  Of all respondents, 63% said they now spend more time booking travel and submitting expenses than before and 80% of respondents said they require more help from administrative staff to complete this task. Valuable hours are lost as Members attempt to claim travel and other expenses through a complex and unforgiving system.  There is now an 80 page manual on Concur procedures.  Where are the efficiencies and savings?  The concerns fall on deaf ears within the administration.

The administration has also entered into confidential contracts with corporations that place unnecessary restrictions on academics.  For example, a contract with Xerox has resulted in printers being removed from offices and laboratories.  Larger centralized printers are being installed in common areas, which means that a walk down a hall and perhaps even standing in line is necessary to retrieve even a single printed page. Academics must now use a printer in an open space to print exams, lecture notes, reference letters, etc.  The Xerox agreement lays out penalties for faculties and departments who make less than a minimum or more than a maximum quota of copies. 

Collegial processes have been circumvented. Recently, an announcement was made on an international competition to solicit designs for the development of the former Southwood Golf Course lands adjacent to the Fort Garry campus.  This was followed later by an announcement that a jury had been selected to review incoming submissions. The competition brief was not brought before Senate for review or discussion. Neither was the jury composition or selection process. In fact, no members of the University of Manitoba community were named to sit on this jury, EXCEPT for UM President David Barnard. 

UMFA Members are not happy with the administration’s disregard of their concerns, the decision-making process and the decisions themselves. There is a deterioration in the working conditions of academics, in collegial governance, and in morale.  UMFA Members are joining with Members of other campus unions to make their voices heard and to have their concerns acted upon. We want this “employer of choice” to LISTEN!!!

The University of Manitoba Faculty Association is the certified bargaining agent for over 1,200 full-time academic staff at the University of Manitoba.  For more information on recent issues, please visit our website at: www.umfa.ca/pages/publications/newsletters/.

On June 4, 2011 management of caretaking staff and services at the University of Manitoba was contracted out to Aramark Canada Ltd. Aramark also manages food services at the university and has been doing so for approximately 20 years. The management of food services has had its share of challenges, but nothing compared to the challenges we are facing with the caretaking management. From the beginning of Aramark’s supervision of caretaking staff, our Members have been insulted, yelled at, told that their opinions do not matter, and that their family life does not matter. This negative work environment has resulted in the filing of Human Rights complaints, grievances, as well as requests to meet with UM President David Barnard and any, or all of the Vice-Presidents. The administration still has not met with the union. They have tried denying our grievances by saying that we filed them past the time limits, even after both parties had agreed to extend the timelines. They also said that our issues did not qualify as grievances, but were actually complaints under the university’s “Respectful Work and Learning Environment” policy. The administration has attempted to block our efforts to speak to Members about these issues by denying CAW the opportunity to hold meetings with caretakers at the end of their shifts.

The early actions by management severely impacted the morale and mental and physical well-being of caretaking staff. CAW was successful in gaining public and written apologies for some of the actions, but unfortunately the work environment has gone from bad to worse since then.

Members were recently called into a meeting where an Aramark supervisor asked each individual whether or not they liked him and wanted him as a manager. If anyone hesitated to answer, the supervisor yelled and continued to ask the question until there was a response. Caretakers have had desks and chairs removed from their caretaking rooms because of unfounded accusations that caretakers are sleeping on the job. Members have been denied rights to bereavement leave when a death in the family occurred. Transfers have been made without proper notice about new shifts or days to be worked. Caretakers have been transferred to new work areas because they are deemed to be “too comfortable” with their customers.

A look at grievance statistics from the last three years clearly shows the impact of management’s actions on CAW Members. From January 2010 to December 31, 2010, 44 grievances filed were filed and 9 were for incidents specifically related to Aramark management. From June 2011 (when caretaking management was contracted to Aramark) to December 2011, 31 grievances were filed and 19 were for incidents related to Aramark management. Finally, from January 1, 2012 to December 31, 2012, 46 grievances were filed with 43 being for issues related to Aramark management. Yet, the university administration says that they cannot do anything about the treatment of CAW Members because management personnel are private contractors.

The poor treatment of CAW workers has caused a significant increase in illness and sick leave. In the first ten months of Aramark’s management of caretaking staff, sick leave increased by 350%. Caretakers’ sick leave costs for 2010 were approximately $188,873. Compare that to the sick leave costs for the first ten months under new management at $677,886. For the period of June 4, 2011 to March 8, 2012, the total number of days absent was 3897.61 or an average of 389.761 days lost per month since new management was implemented. Compare that to 2010 and the average number of days absent were 111.9 per month.

While the costs are alarming, the human toll is far more alarming. Morale is at an all time low. Our Members are afraid to speak up and are working under highly stressful conditions. Caretaking staff have been mistreated, harassed, disrespected, embarrassed and discriminated against. The administration has refused to listen to our concerns. CAW will be participating in the multi-union information picket to let the administration know that we cannot be ignored any longer. We have serious concerns, and it’s time we be heard. 

CUPE Local 3909 represents students working as Teaching Assistants, Grader Markers, Lab Demonstrators, Seminar Leaders, Tutors, and Lecturer Instructors as well as Sessional Instructors, Librarians, and Counselors at the University of Manitoba.  As student and part time employees, our members are particularly vulnerable and we have almost always been excluded from all decision-making.  Our members are disenfranchised and, as such, the U of M’s Outstanding Workplace Initiative rings false.  In fact, the University’s “It’s about us!” survey found that in spite of the fact that our members are far more likely than other employment groups to “feel good about what we achieve at work”, we are consistently far less satisfied with our employer.  The growing dissatisfaction among UM employees in UMFA, AESES, and CAW has long been the norm among our members.

In the current climate at the U of M, CUPE 3909 faces the challenge of ensuring that student employees are not expected to shoulder the load when departments work under tightening budgets.  We are sending out the message that students “don’t work for free”.  Students who experience increased workloads because of increased enrolments or cutbacks to TA hours without a decrease in services are entitled to pay for all hours worked.  Because student employees’ wages are not tied to tuition, any increases to tuition, user or ancillary fees, or continuing fees for Grad Students is tantamount to a decrease in wages.  And given that an important percentage of our members are international students, unregulated international student differential fees compound that problem.  We lobby for protected tuition and increased pay for student employees to keep post-secondary education accessible.

Sessionally employed workers have been providing an increasing number of credit hours and a large number have dedicated many years of service.  Our members must apply for courses every year and sometimes every term with only a very limited opportunity for job security.  Furthermore, because they are termed part time employees our Unit 2 members are shut out of most of the advantages that were cited as reasons for this University’s naming to Manitoba’s top 25 employees listing and the administration’s own stated goals for becoming an employer of choice.  For example, even when working at their maximum, our members have access only to part time benefits in the year following their full employment and they are not eligible for tuition reimbursement for themselves or dependents.  Our challenge is to provide some employment stability to these loyal employees and to have the University compensate appropriately their contributions.  Our goal is recognition and respect for all educators.

The University of Manitoba’s relationship with Navitas and the creation of the for-profit University-entrance ‘pathway’ college called the International College of Manitoba is a specific case in which the University’s contracting out has impacted our members.  While CUPE 3909 does not criticize any Grad Student who is gaining teaching experience nor any Unit 2 Sessional Instructor who takes a job at ICM to improve her/his earnings, there are pitfalls to be considered.  The ICM teaching staff is not unionized and has no collective agreement protection and a course taught through ICM does not help a Sessional in her/his attempts to gain job security or benefits at U of M.   A further problem is that resources are being funneled to ICM classes, often on equal priority to U of M classes, signifying competition for scarce resources.  Our members are assigned courses after Faculty and ICM classes, making it difficult to obtain first-come-first-served resources. 

The University administration is privatizing, contracting out, increasing workloads, and pushing through unpopular decisions.  CUPE 3909 is opposed to the corporatization of public post-secondary education and today we join the university community to make our voices heard.

CUPE Local 3909 is the certified bargaining agent for approximately 1300 student and part time academic employees during any given term at the University of Manitoba.  For more information go to 3909.cupe.ca

Over the last several years, the University of Manitoba administration has implemented many initiatives that have resulted in contracting-out, the changing of clerical systems, and re-organization of the workplace.  Members are being overloaded with the introduction of the new systems.  They are concerned about the impacts on their jobs as a result of the changes brought about by resource optimization projects. Morale is suffering. All the while, the University has been promoting itself as an “outstanding employer”, an “employer of choice” and is proud of its selection as one of Manitoba’s top twenty-five employers.  It would appear that the administration is more concerned with image than it is with substance.

The University has introduced a large number of new programs and software systems at an accelerated pace, which are purportedly aimed at saving time and money. These new systems require training on a continuous basis and in some cases the introduction of one program overlaps with another, causing staff even greater frustration.  In a number of cases, it is impossible to see the efficiency. The administration has not heeded staff concerns regarding increased workload and problems that the pace of change is causing. Support Staff are required to keep up with the workload imposed by these new systems, in addition to their normal workload.  This is manifesting itself in increased sick leave and long term disability claims due to stress.  In fact, the number of employees having to claim disability has increased by 43% since 2007.

Systems such as CONCUR, the new expense reimbursement system and Ad ASTRA, a classroom scheduling tool have caused considerable stress and are seen as a frustrating and unnecessary drain on staff work time.  There are frequent complaints about the lengthy training processes. Yet, there is no response from the University administration.  Although CONCUR is a system mainly used by academics and administration, our members are expected to be the “experts” in using the tool, but in reality, have no more training than anyone else.

The University has contracted-out the management of caretaking services and the photocopier/printer services regardless of the objections of employees. The feedback from staff that this change does not promote efficiency has largely been ignored.  Caretaking staff numbers have been reduced, as management does not readily replace employees when they take a leave, quit or retire. There are not enough caretakers to keep up with the demands. As a result, the level of cleanliness in classrooms, washrooms, common areas, and workspaces has deteriorated.  Members have been voicing these concerns but no one seems to be listening, adding further frustration. Photocopier/printer services will now be centralized in common areas through a contract with Xerox.  There is little apparent actual workplace efficiency to be gained by this action; in fact quite the opposite is true.  Again, our concerns remain unheard by the administration.  Members are concerned that this may be only the beginning.  

The University has been vague regarding the impact on jobs from implementation of these systems and contracts.  There has been no clear response as to how roles will change and whether or not staff will be redeployed which creates employee uncertainty and anxiety.

The administration has stated that it wants employees to enjoy coming to work.  Reaching this goal begins with collaboration, mutual problem solving, and encouraging, as well as valuing, employee contribution to processes and decisions.  The current road that the administration has chosen can only lead to employee disengagement, distrust, and confrontation.

The University is undergoing a period of rapid change, with some developments damaging the University’s reputation, the working conditions of staff, and most importantly for UMSU’s members, the learning experience of students. While the President of the University Dr. David Barnard says that the ‘student experience’ at the University is a major concern of the Administration, the reality is that on a host of issues the needs of students have been ignored or minimized.

Aramark: The University has for many years contracted out the management of Food Services on campus to Aramark, a multinational corporation. Recently, the management of University Centre event bookings and the caretaking and janitorial services have also been contracted out to Aramark. With a few exceptions on campus, most places to eat on campus are run by Aramark. Their control extends into room bookings, where a few years ago they increased the fees charged to student groups to book rooms in University Centre. The fees they charge (for event setup, for processing forms, and for catering) discourages student groups from holding events. Finally, only a few spaces on campus are even allowed to be catered by anyone other than Aramark, enforcing their monopoly on campus at the expense of students. With their near-monopoly, Aramark is able to practice its business model of high prices, low-quality ingredients and food, and bad working conditions.

The recent privatization of janitorial services management to Aramark has resulted in less people cleaning the buildings we study in. That means lowered standards of cleaning: garbage cans are being emptied less often, bathrooms are being cleaned less often, et cetera.

ICM: In 2007, the University contracted out first-year studies for international students to Navitas, a major Australian private education company. ICM isn’t a public university, but as far as the provincial government is concerned it also isn’t a private college. That means it’s essentially unregulated by the provincial government on a host of issues, from tuition fees to academic standards.

Several students now or previously attending ICM have reported being told that they would be attending the University of Manitoba itself when recruited to come study in Canada. In addition, ICM students have no students’ union, which means they have no one to act as their advocate or representative on a host of issues from providing services, to defending them in disciplinary hearings, to working to make education more affordable. Resources otherwise meant for University of Manitoba students, like classrooms, are being diverted to ICM instead.

Southwood Lands: The University bought the former Southwood Golf Course a few years ago, and is currently preparing to hold a juried competition to come up with a development plan for the area. Good, affordable housing for students is hard to find in Winnipeg, and more housing units are desperately needed. However, UMSU’s efforts to ensure the Southwood development is student-focused have been met with resistance and opposition from the University Administration. UMSU believes it is important that students not only have a chance to provide input to the decision-makers about how Southwood is developed, but also that students – as the major stakeholder – have a say in what those decisions are. Meanwhile, other groups with little-to-no connection to the University community are given more power to influence what the development will look like. We’ve had to fight to have student housing listed as a priority for the development, and we’ll continue fighting to ensure whatever gets built in Southwood provides good housing that students can afford.

The University of Manitoba Students’ Union is the largest students’ association in Manitoba with more than 24,000 undergraduate student members, and Local 103 of the Canadian Federation of Students.