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Top 100 Myths and other Fables
By Roberta Lamb & Mark Jones
In October 2009, Mediacorp listed Queen’s among the top 100 Employers in Canada, citing its “progressive,” “family-friendly” practices. “It is extremely rewarding,” commented Rod Morrison, VP-Human Resources, “to be acknowledged nationwide for the practices and policies that support our people” ( Gazette , 13 Oct. 2009).
But how did Queen’s earn this award? It was not by altruism or concern for employees’ welfare on the part of Queen’s Human Resources. QUFA and other unions negotiated these policies through legally binding collective agreements. Queen’s University’s eligibility for this prestigious award had to be fought for by unions piece by piece, through collective bargaining.
THE LIST
The reasons identified by Mediacorp [1] for selecting Queen’s University as a “top 100” employer read like a list of QUFA’s and other campus unions’ bargaining points from the past fifteen years. In fact, before Queen’s faculty unionized in 1995-1996, they enjoyed none of the conditions across the board. Professors negotiated individually, and although Senate policies existed, these were not applied consistently and fairly. QUFA functioned only as an association, as QUSA does now, without collective or legal power to achieve equity, transparency, and fair treatment. The Principal, Vice-Principal, Deans, and Human Resources therefore acted unilaterally. If they saw reason to grant an individual or a group benefit, they might do so. More than once, QUFA’s submissions were disregarded, the Vice-Principal tossing our papers in the air and telling us to “Come back when you’ve got the right answer.” The imposed results were called “agreements,” and we may have voted consent to them, but the options for a non-unionized association were, and are, limited.
Here is the Mediacorp list released to the Queen’s University community:
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