We filed for Conciliation on July 21, 2025 as a final effort to get a fair and respectful contract for you and all our members. We have been trying to schedule a date and will keep you updated when that date is scheduled. The negotiating committee has been working hard for you, and now we need your support so we can negotiate with the most leverage.
The Dal unit is holding a strike vote starting Tuesday August 12th and is open for two weeks. All members with current contracts (either for the Summer or Fall term, with confirmation) are eligible to cast a ballot. You are eligible to vote if:
- you have a current summer contract
- signed a contract for Fall 2025
- or received an email confirming the class/hours you will teaching
If you have not received a ballot yet or would like one sent, please email voting@cupe3912.ca with proof of contract.
We urge you to reach out to your colleagues alerting them to vote!
Solidarity with the DFA
We stand in solidarity with the DFA!
If the DFA goes on strike/gets locked out by Dal:
- We strongly urge you to avoid scab work
- i.e. do not pick up DFA work slack if you teach a course with one
- you will not be paid more for taking on additional duties
- Do not apply for reposted DFA positions (that is in violation of our collective agreements!)
- If you are unsure if the course is a DFA course, check the academic time table and see if someone is already assigned. If you are still not sure, please contact your VP for PTAs at cupe3912.vp.dal@gmail.com
We achieved the following proposals:
- Improvements to the grievance process
- You now have 3 weeks instead of 15 days
- Introduction of a pathway to a performance improvement plan for PTAs
- Definition of a day
- It is now a work day as viewed by Dal
- Online teaching is now protected for PTAs
- It was always assumed but is now included in our CA
THINGS WE ARE STILL BARGAINING TOWARDS:
PTA Job Security
The top-ranked issue for PTAs was job security.
- Our Continuing Teaching Appointments proposal is designed to create basic stability for “full-time” part-time academics.
- It includes provisions for
- research support,
- office space and access to Office 365
- participation in departmental consultations,
- a right to be interviewed for one’s job,
- and terms for position elimination, including compensation.
More CUPE Contracts under Article 14.12
Under article 14.12 a) and b), Dal is trying to raise the number of positions that do not need to be posted and do not follow precedence. We are looking to decrease the positions to
- 5 PTA assignments to post-docs or retirees per academic year instead of 10
- 6 credit hours PTA assignments to grad students instead of 12
Health Credit Line for PTAS and TAS
The Employer shall provide all employees with a Health Spending Account of $1000 to cover expenses related to dental work, purchase of prescription pharmaceuticals and inoculations, vision care including vision assessments and corrective lenses, and other therapies and treatments as prescribed by a medical practitioner.
Even if you already have health insurance, this is an extra bonus and is not burdensome for Dal. Dal has rejected this proposal.
TA Job Security
We have advocated to the employer that teaching assistants have increased job security with regards to their priority. This pertains to individuals who need to hold a TAship as part of their graduate certification being given priority. Additionally, we have proposed to remove 15.9b, where priority expires for non-student teaching assistants.
TA Proposals
Based on survey feedback, talking with members and previous grievances, one proposal the Negotiating Committee is advocating for is the removal of the Marker/Demonstrator positions. The Employer utilizes these to pay you less, and expect the same workload as a TA. This is a mis-categorization and those working in these roles should be given the wage, title and appreciation of the work.
WAGES
We were waiting on CAUT, the contract academic stipends, to see what other institutions are paying their sessionals before we agreed on our offer. The PTA wages were based on median salary for CAUT and used as entry for our current 2 tiers structure. We are aiming for the CAUT median. We did not even take into consideration the cost of living which is rising constantly in Halifax. We are aiming to be paid what this work is worth as seen across the country in numerous institutions.
Not surprisingly, the employer’s numbers are super low. Dal offered a 1.5% wage increase each year for PTAs and TAs. That is a pay cut and does not even account for inflation. During the last collective agreement the rate of inflation not accounted for was a 16.4% loss. Below are what we asked for and what Dal offered.
PTA wages based on 3hr credit minimum are below. The graph below is the bottom step and Dal offered the 1.5% increase for the top band as well.
TA wages:
