By Greg Nepean, VP Part-Time Instructors at MSVU

Thank you to the Executive for trusting me to attend the forum, there were great conversations,  and attendance did help me get grounded for bargaining.  

Re-Cap-Day 1 (March.21, 2025)

• Strategic Lessons on Organizing for Bargaining (1st panelist)
  • University of Ottawa’s Faculty Association, in their latest round of bargaining,  sought parity in workload, minimum staffing levels and conversions from part  time to full time for “replacement” (contract) profs with 7 years of services.
  • How they got this, member-based organizing, they had the name of every member  on a board on the wall of their office with a dot added for every activity the  member participated in. Lowest engagement was from Engineering. They also got  training on how to approach people for participation. 72% participation on an  integrity petition, 81% strike vote. 
  • Greg’s participation: Went to the mic to encourage associations to carefully  consider the needs of their part time faculty; not everyone wants conversions,  many of our member want higher pay and better working conditions. Going full  time helps those members that can but still leaves the rest of the members with  precarious working conditions and low pay.

• Strategic Lessons on Organizing for Bargaining (2nd panelist) 
  • McGill University facing a hostile Employer who attempted decertification.  Required different set of organizing techniques.

• Breakout Groups: Building a Bargaining Mandate.  
  • In this session we discussed ways to bring members concerns together in creating  a bargaining package. 
  • We also completed the “Message Box Exercise” in which we developed responses  for “Us on Us”, “Them on Us”, “Us on Them”, “Them on Them”. This helps us  shape our communication strategy, both positive (what we can gain by collective  action) and negative (to combat any derisive messages the Employer may put  out).

• Cross Country Check-Up

Report on “Collective Bargaining and Organizing Forum”-CAUT.March.21-22, 2025

• • I missed this part of the day and the debrief to breakout groups, plus lunch so I  could attend online the MSVU Negotiating Committee meeting.
• They Hired a Lawyer”
  • This was the best part of the day and really the most relevant for me due to how I  observed the impact of the MSVU BoG bringing in a lawyer during the MSVU  Faculty Association strike in 2024.
  • Presenter, David Wallridge, Pink/Larkin.  Debriefed his experience on the role of lawyers in negotiating.
  • Lawyers are bound by a code of conduct to advocate for their client strongly, when used as chief negotiator, this means an intent by the Employer to “play hardball” with the Union.
  • Urged us to remember that the lawyer is acting on client’s instructions and  instead of focusing on lawyer, focus on the person/group who gave the lawyer their instructions. Example (discussed at the mic): At MSVU, the  Chair of BoG insisted on hiring the lawyer and the Labour Relations Subcommittee gave the marching orders.
  • Examples of some instructions given to lawyers as chief negotiator Delay  control and timing, they want to control timing and do not care about renewing a CA as the old one already stays in place.
  • Indicated the importance of FOIPOP.
  • Reminded us that FA’s have better knowledge of the occupational field, of  the organization and how our collective agreements work. Knowledge imbalance in our favour.
  • Advice: have clear strike issues, differentiate what to have, wish to have.  Massive language proposals make it easy to delay (irony as we at the Mount have a lot of language changes-to protect our members).

Re-Cap-Day 2 (March.22, 2025) 

• Panel Presentation on “Financial Retrenchment”. 1st panelist discussed the impact of the  international student enrolment cap on Cape Breton University. 

Report on “Collective Bargaining and Organizing Forum”-CAUT.March.21-22, 2025

• • CBU has had an enrolment up and down situation with international students. The  Saudi Arabia cohort raised enrolments from 3000 in 2010 to approximately 5000  by 2015. The end of this cohort (due to changes in visas by Saudi Arabia  government) caused declines in enrolment. Focusing on international students  since 2020 led to an increase to almost 9000 students, most from India (the CBU  administration learned nothing from the previous lesson on over-relying on one  country to source international students).
  • The government restrictions on international students have resulted in CBU  enrolment declining, a $20 million loss of revenue and 30% across the board  cutbacks. Results: reductions in academic staffing, closure of downtown campus,  potential sabbatical deferment. Continuing to build large expensive buildings, no  cuts to program as academic staff as expected to do “more with less”.
  • Corporate governance model has led to lack of accountability and transparency  (same criticism I have had of the MSVU Board of Governors for the last 12  months).
• Panel Presentation on “Financial Retrenchment”. 2nd panelist discussed the impact of  international student enrolment cap on Lakehead University.
  • Lakehead is geographically isolated with Winnipeg as its closest city. Life for  international students is very different in this context, so is the impact of losing  international students (i.e. hard to draw people from Southern Ontario).
  • Despite solid enrolment, the decline in international students caused a $500000  deficit.
  • Previous Board of Governors practices (combined with previous provincial  government interference) resulted in a large, deferred maintenance bill, structural  deficits and a “mortgage” (institutional debt to repay to provincial government). g. Focus on “efficiencies” rather than cutbacks.
  • Forcing faculty to “self-assess” (i.e. justify their existence).
  • Criteria based review (enrolment, alignment with “labour market needs”).  Problematic as who knows needs for future, I suspect this is more training  employer’s workers for them to save money plus pump out qualified, but cheap  labour for business.

Report on “Collective Bargaining and Organizing Forum”-CAUT.March.21-22, 2025 

• Impact on faculty has been program cuts, increased workload, infringement on  academic freedom and lack of transparency. 
• Lakehead Faculty Association advocating for no program cuts or loss of faculty  jobs, drive to improve faculty control through Senate, priority for academic  quality and to monitor “mission creep”. 

Greg’s participation: I did go “to the mic” to make a comment, which was, to the effect, we  needed to decouple the work of the University from enrolment. We are all chasing the same  dwindling pool of students, the same shrinking research grant dollars, the overly in demand  corporate sponsorship/donations. Instead of growing and retrenching when that fails, what if we purposedly “sized low”?  

Example mentioned: If the Mount went from 4700 to 4000 students, and restructured the  priorities of the institution to provide quality education to fewer students, what would this look  like? How would the institution be different?

• Breakout Groups: Building Your Strategy at the Table
  • Great Northern University is on strike for three weeks. Strong strike, first burst of  participation strong but fading. Salary and most major issues are settled, but  remote work for librarians plus workload issues for library, faculty are  outstanding but not seen as important as what has been settled.]
  • There are four issues outstanding and the breakout groups had to decide what was  acceptable to settle and what we would remain on strike for.
  • Copies are available, feel free to ask me.
• Breakout Groups: Building a Bargaining Mandate 
  • Completed a 5-step exercise on how to build support for bargaining proposals  (establish a plan/timeline, consult with members, identity our issues, research,  develop/approve the bargaining mandate. 
  • We applied these steps to a fictional (but based on real life) scenario involved the  “Great Northern University” who is micro-managing librarians, resisting  conversion of part to full time, crying poor despite a surplus, forcing members to  go on-campus to do more of their work.  
  • Copies are available, feel free to ask me.

Report on “Collective Bargaining and Organizing Forum”-CAUT.March.21-22, 2025 

• Panel: Using Collective Agreements to Fight Against Attacks on EDI 
  • 1st panelist discussed how Dalhousie University is old school, with a belief that  normative practices solve EDI, i.e. Article 20.9. Workload for “designated  faculty” when service work for designated group exceeds a threshold, an overload  payment is made to compensate for extra service work (instead of course relief).  Despite this clause, there is still a lack of recognition of service work obligations  for designated groups and a lot “falls on the shoulders” of these members of the  association. Just say no isn’t an option. 
  • 2nd panelist discussed the relationship between transpersons and unions i. Positives: gender inclusive language, leaves for gender affirming care as  well as coverage for costs. 
    • Need to continue to advocate for availability of trans friendly health (faculty and students)
    • iii. 70% to 90% of transpersons experience discrimination and harassment in  their classrooms and institutions, as well as abuse from transphobes on social media in a highly political climate.
  • Unions are better, but the bar is low and more work is needed.

By Aiden Farrant

Although the institutional knowledge of how to effectively strike to support substantial bargaining demands remains strong in our Local, the memory of the exact feeling of the 2022 Dalhousie strike is fading almost as fast as the print on the t-shirts that picketers wore. CUPE 3912’s executive has transformed since then, and the Dalhousie unit in particular has seen waves of Officers and Negotiators come and go, each adding unique experience and perspectives to the proposed collective agreement currently up for negotiation.

However, those of us who were key in organizing the strike and negotiating back in the time of masking, rapidly adapting course content to online formats, and the cycle of lockdowns and re-openings, have had to rapidly reconcile our sentiments towards the mechanism striking  under the CUPE National banner. We’ve had to contrast our feelings of inadequate support and abandonment with the vitality and optimism of the new blood and activism-focused direction of Local President Lauren McKenzie. The air is electric with hope and willingness, rather than bitter resolve, and I thought the moment well suited to a) remind the Officer corps and Membership of the conflicts of 2022 so the same mistakes aren’t repeated, and b) to offer a wholehearted endorsement for a leadership change (and choice candidate) for CUPE Nova Scotia President that will (hopefully) improve the quality of support we receive.

CUPE 3912 is not a ‘typical’ labour union and never has been. We’ve always been one of the most outspoken and cutting-edge Locals, requiring National to adapt its policies to our needs lest they be circumvented (occasionally with prejudice). For example, the National Strike Fund regulations require that a picketer or strike volunteer picket for 5 days of 4 hours/day to be eligible for strike pay. As a Local predominantly composed of TAs who work 4-8 hours a week, we demanded accommodation to offer partial strike pay and to relax the number of days requirement so that Members could picket as much as they could (up to the maximum of 20 paid strike hours). We also had to adapt to our Employer’s policy of hiring Members working remotely, developing ‘virtual picketing’ roles to accommodate those of us out of province or out of country. In all its wisdom and for all the Locals it represents, CUPE National simply hadn’t needed to develop accommodating regulations (and therefore support materials and knowledge) for these circumstances. 

The Local and its Strike Committee also faced unique challenges with little to no support from any echelon of the CUPE power structure. Myself and the Finance Sub-Committee had to develop a payroll system from scratch in three days to accommodate 500 picketers while also incorporating the mandatory paper forms to access National Strike Fund resources. The Communications Sub-Committee and Social Media Team had to develop a web and virtual campaign with no support whatsoever, requiring endless meetings to approve a single instagram post. When support from National did materialize, in the form of a communications specialist parachuted in from our brethren at CUPE Ontario, we simply received a “keep doing what you’re doing” response and praise such as “you could write the textbook for other Locals”. During a rapidly evolving strike campaign, where the Employer’s PR machine seemed overwhelming and Employer-side bargaining updates were being sent to students and alumni before our own Chief Negotiator, tangible support and experience would have been more beneficial than kind words.

Not all the blame is to be applied to CUPE NS and CUPE National, the Local at the time was mired with internal struggle and ineffectiveness. Breakdowns in communication over lack of mutual respect (to put it mildly) hindered any material or experience support. The general lack of education on the part of the Executive and Strike Committee over how to access funding support (including if it was even available) and how to document expenditures meant every expense had to be meticulously approved by multiple organizational layers, extensively justified/rationalized, and demanded by the membership on the picket lines. Something as simple as converting a solidarity donation to hot drinks on a cold rainy day took nearly as many man-hours as the sum total of those picketed before everyone went home to warm up. In the end, the Local somehow made money on the strike, through properly leveraging National Strike Avert and Strike Support funds coupled with resounding solidarity support from other Locals/Units/Unions. It certainly didn’t feel like it when myself and my colleagues bookkeeping the affair had to make a powerpoint presentation on why high-visibility vests were a reasonable expense for picketers intending to block traffic, or why buying a 20$ software license to help us print cheques was more economical than the estimated 6 hours a week writing names and amounts out longhand.

The grinding machine that is CUPE is slowly acknowledging the realities of a changing workforce and adapting to the needs of its members in the post-secondary academia sector. The wave of CUPE Locals and other unions striking at Canadian universities rolled westward from our small but important action at Dalhousie, and continues to precipitate major labour gains, new strike policies, and forms of support. However, knowledge of how to overcome these barriers and the willingness to adopt a “beg forgiveness, not permission” mentality needs to persist if successful job action is to occur at Local 3912 again. Expectations of support and experience need to be clearly articulated, and those expectations should be met (or modified based on new knowledge gained from collaboration with CUPE NS and CUPE National). 

One avenue to ensure that communication remains open and CUPE 3912’s voice is heard is through advocacy for a candidate of choice for CUPE NS President. The Executive and the Membership have both moved to endorse CUPE 3912 member Christine Saulnier for the position. With Christine as President, we in the post-secondary academic sector stand to benefit from a National Executive Board member who understands the unique needs and unconventional strike action a Local such as ours must take to ensure fair wages and improved working conditions. The membership of Local 3912 need to support her as best we can, including by sending our full permitted slate of delegates at the upcoming CUPE NS Convention (where CUPE NS elections occur) and by reaching out to our CUPE brethren of other locals to showcase Christine’s unique skill set and excellent experience for the Presidential role.

We must not repeat the mistakes of 2022, instead we must strive to be better! We have shown that even at our most disorganized, this Local can strike effectively and stand firm until substantial gains are made. Imagine what gains we can make if we are fully prepared and have the backing of our endorsed Executives!

Aiden Farrant is CUPE 3912’s Recording Secretary and is a PhD Candidate in Chemistry in the Zwanziger Lab at Dalhousie University. He TA’d in the first year chemistry labs and was part of the 2022 Strike Committee. Aiden has served in various committee and executive roles within our local. 

By Hailie Tattrie,
PhD Candidate,
Part-time Instructor
Senior Writing Centre Assistant,
Justice for Workers Member
(she/her)

Originally published in Spring Magazine.

I have been teaching at Saint Mary’s University as a part-time instructor for nearly a year and a half now. Despite this part-time status, my students never seem to notice that I am a contract worker. Why would they? I fulfill the same teaching duties as tenured professors who have been teaching for years. Although we part-timers put just as much work in as our tenured colleagues, we certainly are not treated as such. We are contract workers—it is not uncommon for us to find out we have secured a teaching contract a few days before the course actually starts. This work is incredibly precarious, the pay isn’t great, there are no benefits, and I don’t even get an office.

So, why are we doing it then? Because we love teaching. We love our students. We appreciate what little money we do get paid, and we hope that one day we will join the upper echelons of tenure-track professors. Until then, we deal with our meagre pay and continue to do our best for our students.

Despite our commitment (and our cheap labour), Saint Mary’s University is planning to cut 56% of part-time job offerings for the 2025-26 academic year—fifty-six percent. Art courses taught by part-timers like me will drop from 140 to about 63, resulting in about 40 part-timers losing work. I personally have yet to hear back on if I will have any courses to teach this fall.

This does not just harm me and my colleagues, but it hurts our students too. This means fewer class options for them, with some students already starting to fret over how they will graduate in time since there will be such a drastic cut in course offerings.

In addition to these cuts to part-time teaching positions and courses, we are seeing enrollment and revenue cuts, too. SMU talks about revenue and wanting programs to thrive, but continues to cut courses. Furthermore, Saint Mary’s loves to boast about its Arts and Humanities educational offerings. The University states that it “strives to cultivate an enduring spirit of inquiry, innovation, and creativity, fostering impactful research, inspired teaching, and life-long learning,” but these cuts beg to differ.

There was no warning for us part-timers or our students either; the only reason we became aware of these cuts is thanks to our union VP and a few departmental chairs.

Why the cuts?

So what is causing these cuts? Well, there are several causes. The first being the limitations to enrolling international students. There has been a 10% reduction in study permits from last year, and universities are feeling the crunch. According to the Toronto Star, the drop in permits from 2023 to now has been a whopping 45 percent. According to the Federal Government, these caps are meant to “ease the strain on housing, healthcare and other services”. However, this is just another scapegoating tactic that alleviates the government from taking responsibility and taking meaningful actions to help the housing and healthcare crises. Utilizing international students as scapegoats is not a new tactic; immigrants have been scapegoats for government failings for decades, as Miller (2023) mentions:

“Immigrants have always been blamed for the housing crisis. Look back 100 years and people were against building boarding houses because they were scared of foreigners moving in and endangering their families. Nowadays, politicians are blaming foreign investors for housing shortages, too. I’m very impatient about people pointing fingers at immigrants for the housing crisis, because it has very little to do with immigration and a lot to do with government policy.”

Bill 12

The Minister of Advanced Education, Brendan Maguire, has introduced Bill No. 12 known as “An Act Respecting Advanced Education and Research”. As the Canadian Association of University Teachers (CAUT) notes, this bill would violate university autonomy by allowing Minister Maguire to withhold grants from universities if “a university does not satisfactorily show how it is meeting the government’s social and economic priorities”. This is a threat to academic freedom and puts a muzzle on Nova Scotian universities and their faculty.

Although we have yet to see the effects of Bill 12, it does create a context for preemptive action. It could lead to further cuts down the road and increased restrictions on academic freedoms.

This reminds me of the recent instance in the United States where Trump has put a pause on educational funding for the state of Maine due to the fact that the governor of Maine continues to support the state’s anti-discrimination law that “allows transgender athletes to participate in girls’ and women’s sports”. Despite threats from Trump that he would withdraw funding, the Governor of Maine, Janet Mills, did not back down. Since Mills stood up for trans rights, her state lost educational funding. Here in Nova Scotia, universities could lose funding if they and their faculty do not meet the Houston government’s ‘social and economic priorities.’ Strikingly similar if you ask me.

Thankfully, faculty unions are pushing back against this bill, but despite this pushback, it has since passed as of March 26th, 2025.

And so the result is what we are now seeing: a cut in programs, specifically the Arts and Humanities, which are particularly under attack given the current geo-political climate. Removing these teaching opportunities is harmful to precarious part-timers like myself and our students who continue to pay the highest tuition fees in the country, yet their education is being stripped back. This attack on part-timers is an attack on the entire institution of education; it is an attack on workers’ rights and an attack on students.

Trump has stated that “Professors are the enemy” and this fascist rhetoric could be slowly creeping into Canadian discourse and government action. It may start with cuts to the Arts, but where does it end? What institutions are next? Where do we draw the line?

There are alternative cost-saving measures too—as Dr. Syed Adnan Hussain, the chair of the Religious Studies department at SMU, states in a recent CBC interview that “if there’s a revitalization conversation going on in the government, revitalization should really be about cutting administrative bloat,  which almost every study about the academic sector will say is the real problem in our universities.”

It’s time that we make our voices heard and tell Saint Mary’s that we will not stand for these cuts. It’s time to cut administrative bloat, not part-timers. It’s time to stop treating universities like a business and instead like a space for learning.

Hailie Tattrie (she/her) is a sociologist, a first-gen university student, a part-time instructor, and a PhD candidate in the educational studies department at MSVU. Hailie is actively involved in Justice for Workers Nova Scotia. She lives in Kjipuktuk with her partner and two cats.