If you teach 7 to 12 hours per week, you are classified as a partial-load member. You are a member of the bargaining unit and therefore covered by the Collective Agreement.
We recommend that you sign a membership card so that we can contact you and that you can fully participate in the union.
In the early 90’s, the union used pay equity legislation to negotiate rights for partial-load faculty. The hourly pay rate was calculated to include a portion for vacation pay as well as an amount for evaluation and preparation. However in the years since those negotiations took place, increases in class size have distorted the pay method. Every time that the full-time salary has been increased, the same percentage increase has been applied to the partial-load faculty.
Progression on the grid is available and the formula is set out in 26.10B. Service is credited at 50%, so progression on the salary gird requires 20 months of on-the-job experience to one year of service and to progress one step on the wage grid (Article 26.10C).
Extended Health Benefits
Sun Life, OPSEU and the Council have prepared a special benefits booklet exclusively available for partial load. It is available from (link here).
The College is required to pay 100% of all partial load extended health benefits. It is to your benefit not to opt out. Even if you have a spouse with benefits, you can use coordination of benefits to cover what your spouse’s plan does not.
There is a waiting period for all benefit plans (see booklet) however if you are rehired on a partial load contract within one year the waiting period is waived.
The benefit level is the same as full-time for all insurance plans.
Like full-time employees, you have 31 days to make changes to your plan if you have a change of circumstances, for example, marriage, death, birth, divorce, etc.
You are also entitled to access to Dental, Vision, Hearing, Critical Illness/Catastrophic Event Insurance, and Life Insurance but you must pay 100% of the premium.
Partial load employees may continue benefits between contacts see Article 26.06D of the Collective Agreement.
Partial load employees are eligible for sick leave coverage (see table at 26.08B for calculation details.) We can review your calculations if you like.
If you worked on your normal working day prior to a stat holiday and on your first working day after a stat holiday you are entitled pay if the stat holiday follows on a day you would have worked.
Accessing SunLife Information
On myFanshawe under Employee Services–>Human Resources–>Benefits and Compensation–>Benefits Information on the “Benefits General” tab you will find the following:
- New Sun Life health and dental claim forms with the updated mailing address for claims
- A CAAT Group Insurance Benefits Communique in regard to health and dental paper claims
- You can register for an Access ID and password to logon to the Sun Life Plan Member Services website at www.sunlife.ca/member. Once registered, you will be able to:
- Have claim payments deposited directly into your bank account
- Update your personal information and address
- Print personalized claim forms
- View and/or print details of your claims
- Print pay-direct prescription cards
- Print out-of-province travel cards
- Check the status of your recent health and dental claims
Frequently Asked Questions (FAQ): Non-Full-Time (NFT) Faculty
NOTE: this material summarizes and simplifies language in the Collective Agreement (CA). For a complete picture, please refer to the CA itself.
There are three categories of non-full-time (NFT) faculty at Fanshawe:
|Category||Teaching Hours Per Week||Unionized||For More Info|
|Part-Time (PT)||fewer than 7 hours/wk||No||Contact Local 110 at firstname.lastname@example.org|
|Partial-Load (PL)||7-12 hours/wk||Yes||CA Article 26 / Contact Local 110 at email@example.com|
|Sessional (S)||more than 12 hours/wk||No||Contact Local 110 at firstname.lastname@example.org|
Why aren’t part-time and sessional faculty members union members?
Faculty members in the publicly supported Ontario College system are governed by provincial legislation–the Colleges Collective Bargaining Act (CCBA). Before 2007, the CCBA barred part-time and sessional faculty from unionizing. Union membership requires a process called certification. OPSEU attempted to certify faculty in these categories in 2012. Although legal challenges from the Colleges caused certification to fail, OPSEU remains committed to union certification for these faculty members.
Why am I only paid for my teaching contact hours (TCH)?
The College determines pay by the number of teaching hours per week. It deems this hourly rate to cover out-of-class preparation and marking time (CA 26.02 A). Viewed in this way, the effective hourly rate isn’t nearly as high as what the CA says. The union is committed to securing better rights and better pay for all NFT faculty.
I’m an NFT faculty member. Do I receive any benefits?
PL faculty members receive certain benefits automatically. In other cases, you have the right to opt into other benefits. You can find more details in Articles 26.06-26.08 of the CA. You can also choose to opt out of your extended health coverage.
Think very carefully about whether you should opt out of your extended health coverage. If you opt out, you cannot opt in again except after a six-month gap in your employment. Because this benefit is 100% employer paid, there is little reason to opt out—doing so only benefits the employer, not you.
My contract has ended, and I have not started another one. What happens to my benefits?
Often you can bridge benefits between contracts. See below for more details.
Group Insurance (Extended Health, Vision, Hearing, Critical Illness/Catastrophic Event, Dental)
You can bridge group insurance benefits under certain circumstances. If one contract ends but you have already signed another one, you can continue coverage in any group insurance plans by paying the premiums yourself until your next contract begins. Also, if you are rehired within 6 months of the end of a previous contract, there will be no waiting period for group insurance benefits. See CA 26.06 A, B, and C for usual waiting periods.
My contract has ended, and I have not yet started another one. Can I get EI?
Depending on your circumstances, yes. Contact the union office for more information and assistance with your EI application.
I’ve heard that the Collective Agreement gives me rights to be re-hired for future contract positions. How do these rights work?
The key word here is “priority.” Article 26.10D of the CA gives existing partial-load members “priority in hiring” when the College “determines that there is a need to hire a partial-load employee,” subject to two conditions. To receive priority in hiring,
- a member must have been partial-load for “at least eight months of service defined in 26.10 C within the last four academic years”, and
- a member must have “previously taught the courses that form the partial-load assignment.”
26.10 C defines a “month” as being equivalent to two months of service (prior to 1977) and equivalent to two months of service in which the member “teaches at least 30 hours or more” (1977 onwards). In other words, a month only counts as 0.5 months, and for teaching after 1977, only if the member worked at least 30 hours during that month.
This language is quite new: it first appeared in the 2012-2014 CA. It was improved in the 2014-2017 CA: 10 months of service was reduced to eight, so members receive hiring priority faster. Because it’s relatively new, this language hasn’t been defined by practice and tested by arbitration rulings as much as other Articles It’s also complicated because the CA itself doesn’t define what “priority” means, though a reasonable person would likely conclude that priority must mean a partial-load member meeting the above conditions would be hired to teach courses he or she has already taught before another partial-load member with less seniority and certainly before a non-partial-load NFT teacher.
The following table will tell you whether you qualify for priority in hiring:
|1) Is a course offered to partial-load faculty?||2) Am I currently / have I been partial load within 6 months of 1)?||3) Have I been partial-load for at least 8 months of service (CA 26.10) within the last 4 academic years?||4) Have I previously taught the course(s) in 1)||5) Do I receive priority in hiring?|
If you have any questions about this language and how it applies to you, please contact the union office (email@example.com).
I have heard that partial-load faculty have rights with regard to full-time job competitions. What are these rights?
As a partial-load faculty member, CA 27.11 B gives you the right to be treated as an internal candidate for any job competition occurring during your contract or one month following it.
The CA is vague regarding what specific rights come with being an internal candidate. However, Fanshawe’s postings generally indicate that “Partial load or full-time academic staff presently employed with the College will be given first consideration in accordance with the Academic Collective Agreement.” CA 27.11 B defines “consideration” as “a review of the competence, skill and experience of the applicants in relation to the requirements of the position.”
This language does not guarantee internal candidates an interview prior to consideration of external candidates; however, some Colleges interview all internal candidates as a matter of course. Fanshawe’s practices appear to vary in this regard.
If you have any questions about this matter, please contact the union.
My manager has asked me to take on additional teaching that would put me above 12 teaching contact hours per week. Should I accept?
According to the CA 26.01 B, a “partial-load employee is defined as a teacher who teaches more than six and up to and including 12 hours per week on a regular basis.” In other words, if you go above 12 hours, you will no longer be partial load, you will no longer be a union member, and you will no longer be covered by any provision of the CA. You will lose your union protection, the higher rates of pay that the union has negotiated, and all benefits that the union has negotiated. In addition, a sessional faculty member, you will have no right to be considered an internal candidate for any full-time job competitions that may occur in the period in question.
Therefore, we generally recommend that you not accept any such offer.
 Technically there are two categories of partial-load faculty: professors and instructors, but Fanshawe does not use the instruction category, so all full-time and partial-load faculty at Fanshawe are categorized as professors.