It should not come as a surprise that all our university employers are cutting back on part-time lecturers given their financial pressures. While the reduction in classes in the fall and winter term has been noted, this is likely to accelerate over the course of the summer and next fall. The fall 2025-26 schedules are already out for some departments, and the cuts are quite noticeable. 

While it is not pleasant to know your course load may be reduced, proper planning is important. We invite you to discuss these with your department chair. 

It’s important to know that in the eventuality of a complete loss of course load, you may be eligible for employment insurance (EI) benefits. Applying for employment insurance (EI) can sometimes be tricky for part time faculty, and that is why we are offering this guide to help. 

Employment insurance is a federal program which provides benefits (money) to someone when there is a shortage of work (there are other reasons, but this is the main reason for a part-time lecturer to apply). Benefits vary in value, based on how much income and how many hours you worked in the past. 

What will you need to apply:

• Records of employments (ROE)

A Record of Employment is a document that states how much you have earned over a period of time and how many hours you have worked (insurable). These are to be requested from the universities as soon as possible. Do so by contacting Human resources at each university:

• Dalhousie University: roe@dal.ca
• Mount Saint Vincent:  melissa.mackay@msvu.ca 
• NSCAD: humanresources@nscad.ca
• Saint Mary’s University: payroll@smu.ca

These documents will be sent directly to Service Canada by the University (even if you don’t have your account setup in step 2)

• Setup your Service Canada Account 

Visit this page to set up your Service Canada account. Follow the directions to complete your profile. Note that for most applicants, you will receive a PIN code in the mail to then gain full access to your account. This can take time to receive and we would encourage you to set up the account before your contract expires. This would allow you to apply for EI immediately after the end of your contract. Waiting longer than two weeks can result in loss of benefits. 

• Apply for regular benefits

While there are many types of benefits, part-time faculty who have lost their course load would apply for regular benefits. Note that there is a category of benefits for schoolteachers which does not apply to university work. 

Entering hours and wages from contract work is sometimes tricky. You will likely need to review your contract or contact HR at your institution to find out how many hours per week and at what hourly rate the institution renumerates the position. This varies considerably between universities, and is indicated on your ROE. Making a mistake is not fatal: if you do, contact Service Canada’s EI department  and they will correct the mistake. Unlike other Canadian departments, the waiting time on the phone is usually very short. 

• By-weekly reporting

After applying and getting approved, you will need to be actively looking for work and able to work to continue receiving benefits. 

• Sign up to job pools (service Canada provides this)
• Sign up for CUPE 3912 job notifications  https://cupe3912.ca/jobs/listserve-instructions/ 
• Keep track of your applications of work. Service Canada 
• Complete your by-weekly reporting. 

You are expected to be available and looking for suitable work. Click here to learn more about reasonable job search and suitable employment. Reasonable job search efforts involve activities like networking and updating your resume in addition to applying for jobs. Keep track of this activity as Service Canada can audit you for it for up to the next six years! 

You will need to report any other money you  receive while on EI; it is likely that it will be deducted from your EI benefits.

FAQ

I had a teaching contract from Jan- April at Dal, then 2 summer contracts from May to June at the Mount. I also received an offer of contract for September at Dalhousie. Can I apply for EI? 

You most certainly can. Applying between contracts is completely acceptable. Simply ask for your ROE the date your contract ends and complete the EI application.

By Isabel Fearon, Erica Fischer and Karen Harper

On Friday February 14th, we attended as guests the SMU Senate meeting. After two hours of observing the Senate discuss several motions from committees and sometimes revise them to get things passed in a timely manner, we were invited to sit at the table so that we could respond to general questions from Senators when the bylaws committee introduced a motion to allow part-time instructors to vote and run for Senate, subject to some seniority qualifications.

It’s important to note that while a petition on this matter was recently circulated and signed by more than 100 members of the university community, the discussion at Senate was prompted by a motion from the Senate’s own Bylaws Committee and not from the motion we had sent. Their motion included not only an amendment to the definition of Academic Staff to include Part-Time Faculty, as ours did, but also several amendments to include language about the eligibility requirements for PT Faculty to be included in the electorate list.

Under the Saint Mary’s University Act (1970), part-time faculty should be eligible to run for Senate.  “Academic staff” means “the persons employed by the University to carry out teaching or research responsibilities or both” other than students. The current bylaws wrongfully exclude part-time faculty from running for Senate. While the proposed qualifications on part-time faculty Senate participation are not consistent with the Act, the amendment would have been a big step forward. We commend all the work the Bylaws Committee put into preparing this motion. If it had been carried, these amendments would have allowed PT Faculty to participate in Senate elections this coming March.

Unfortunately, even though some Senators appeared open to discussion, most spoke about being in favour of including PT Faculty on Senate but then proceeded to explain how they were not. They expressed their concerns without going through the proposed amendments to see if their concerns were addressed or without indicating specifically how the wording didn’t address their concerns. The apparent desire of a few Senators to shut the discussion down as quickly as possible stating that this is a matter for bargaining when in fact is simply a matter of abiding by the St. Mary’s University Act, combined with the short amount of time allotted for consideration of the motion (which it should be said was extended for an additional 15 minutes), resulted in the motion being relegated back to committee without benefit of feedback or timeline.

Dr. Kocum, who was a vocal advocate, resigned her seat in protest. The reason of her resignation in her own words and with her authorization to publish it follows:

“It was frustrating to witness the deeply patronizing and exclusionary treatment of part-timers. What was most disheartening was the unwillingness of most senators to bend even slightly—refusing to postpone elections by one month, which is entirely in our purview—to allow for a real discussion about inclusion of part-timers this year. Inclusion requires those in power to make space, not just to say the words “I support part-timers being part of Senate” while actively kicking the issue down the road; those on the losing end of power dynamics are all too accustomed to this pattern. Interesting that several senators mentioned being concerned for the unpaid time of part-timers who would serve on Senate, yet they were perfectly willing to have them waste another year advocating. The math just doesn’t math.

Instead of engaging thoughtfully and addressing specific concerns collaboratively, several senators maintained the appearance of inclusion while actively deferring action. This was my final straw, and the reason I resigned. The issue here isn’t about my personal reaction, however—it’s about the broader problem of exclusion where logic, ingenuity, and part-timers’ voices were immaterial against toxic attitudes and the need to maintain the status quo. This toxicity is not unique to part-timers; it generalizes to many areas of progress where those with less power advocate for change. We do have an inclusion policy at SMU, as inclusion is essential for change. It means valuing diverse voices and integrating them into decision-making. The opposite is marginalization, where people look out for their own concerns while sidelining those of others with less power. My emotions signalled the toxicity of this fundamentally exclusionary context. Unlike a canary, though, I had the freedom to bust out to venture where my voice may actually have traction, and I am free to keep on singing.

It’s been 5 years collectively on the Board and Senate and honestly, that display Friday was it.”

This is another step on a long path for us. Bringing this issue to the Senate floor is a win in itself. Already we are trying to determine next steps. The fight is not over, it’s just unfortunate that it is a fight.

By JP Bourgeois, CUPE 3912 Secretary-Treasurer

CAUT Defence Fund

I participated in the CAUT Defence Fund Annual General Meeting (AGM) in Montreal October 18-19, 2024. I did so as a participating member, but also a director of the fund. The difference is that a member defends the interest of the local and the director defends the interest of the fund itself. 

What is this fund? 

The CAUT Defence Fund allows paying organizations (which we are) a nominal benefit when we go on strike. That means, if CUPE 3912, would ever go on strike again, the defence fund would pay the local daily benefits until the strike would end. 

How much will be discussed in a separate update as it is dependent on a few factors, but it is substantial, and why the executive last year voted to become participating members of the fund. 

What is interesting with the CAUT fund is that the payments while on strike are done to the local, and not the members. This would allow the local substantially more flexibility in how the funds are used. 

How it went

It was quite interesting to talk to other unions about the problems they faced, particularly with locals in the Maritimes. The impact of hiring freeze, immigration caps were notable topics. 

The CAUT Defence Fund AGM is very specific in scope, which means it’s a 7-hour meeting about bylaw changes and elections to different committees

Joining the Investment committee

It is my pleasure to announce that I was voted on the investment committee of the defence fund for a 1-year term. I will help bring investment proposals to  and do assessments for the defence fund directors. This is great news for the local as it will help us bring forth what will be an investment fund of our own to support the local. 

The next CAUT defence fund AGM will be held in Ottawa in October 2025. 

Applying for funds

We can apply, and are encouraged to apply early to the defence fund. It should be done before the strike vote. 

CUPE money and cents conferences

The week after the CAUT defence fund conference, I was also at the CUPE money and cents conferences right here in Halifax along with the 3 trustees of the Local: Kim Robinson, James Kho, and Wenceslao Amezcua! We participated in various workshops related to finance, which were quite interesting on their own, but also gave us the opportunity to see what other problems unions faced based on their size and situations. 

What was the conference about?

The conference was focused on the finances of locals and was hosted by the CUPE National treasurer, the provincial treasurers, and specialists in the field. 

Topics included a workshop on budgeting, bylaws that touch specifically on finances, accessing the CUPE National fund for cost share events, and general financial literacy. 

What I learned: Union structure and dues

I was most struck by the fact that CUPE 3912 is on the larger size for locals, but that we do not share in the same problems that larger unions have. Notably, we have a very large turnaround in membership, which happens when teaching assistants and part-time faculty find full-time employment. This situation is one that the other locals did not have, meaning that we need to develop a yearly onboarding process. Note that this initiative would have a financial impact on the local, but it could lead to us having more engaged and educated members.

We also learned about the types of dues that local can collect. Our local collects 1.9% of normal wages and pays a bit more than 1% to CUPE National and CUPE NS. This is on the low side of dues collection. This limits our ability to onboard members and defend our members and the local’s interest. 

Remedies could be:

• Increasing dues. Since the amount CUPE National and CUPE NS take is a fixed percentage, any increase would go directly to the local. Each 0.1 percentage point would most likely generate 20,000$ more in dues a year. 
• Levy an initiation fee. This could vary between 1 or 10$ for new members. 
• Levy a specific purpose amount. This could be done to shore up our finances, or other initiatives. 

Given that our local spends almost 95% of its budget on fixed items (dues to organizations, membership fees, administrative cost and salaries) we are left with very little money for other initiatives. 

Recommendation: Do a ‘what if’ exercise to discuss what we would like to do (our dream union) and then work backwards to find the appropriate union due structure to levy. This way we would have a plan and a justification for increasing dues. 

What I learned: Finance Policy

While dues are maybe a more controversial topic, this one should not be. Our local NEEDS a finance policy. Given its size and high turnover, a finance policy would help guide what can and cannot be done with finances at our local level. 

It is a document which is supportive to the local’s bylaws and provides substantially more information to members, and executive. Without being afraid that the financial knowledge gets lost as treasurer or executive changes roles or from change of elections. 

These are professionally prepared documents. 

As the local finds itself wanting to do more events, conferences, educational events, discussions with members, the finance policy will help guide and answer questions surrounding how funds are used. Expense cards, investments, per diems/out of pocket expenses, travel, and accounting practices are but a few topics that it covers. While maybe not an exciting topic, it is a topic that takes a lot of time at the local because we don’t have such a policy. 

Overall

While the CAUT Defence Fund AGM was interesting (and is a conference that we have no choice in attending), the CUPE Money and Cents conference really was the most helpful and gave me a lot of things to bring to the executive and members for more in depth discussions.

By Pouya Morshedi

The Union regularly supports members to be delegates to conferences. Members report back to the Union on what they learned. Pouya Morshedi was CUPE 3912’s delegate to the ANSUT Equity Conference in Fall 2024.

The meeting started at 9:45 A.M. with Dr. Stewart, the ANSUT president, giving a welcoming speech. It continued with Dr. Jones’s poetry reading. Then, Dr. Brigham provided a report on EDIA activities at different levels at NS universities. They did not mention our union specifically in this report. The recommendation for SMUFU is mentioned below. It may be helpful for our union as well.

“It would be great to have a compilation of union equity policies and any resources that 

unions can use to enhance and support the improvements on EDIA.”

Fabienne Cyrius, the co-chair of the CAUT Equity Committee, gave the keynote speech. She mentioned some useful practices in other universities and some suggestions regarding the EDIA at universities. I mentioned some of them below.

Already have been done in some other universities:

• Course release for members undertaking services tied to identities.
• One university found the role of race and gender of instructors in the way students evaluate them. They decided not to consider these evaluations in instructors’ formal evaluation.
• Plans and protection for part-time faculties to become permanent faculties.

Suggestions:

• Mandatory EDIA training for “ALL” at universities.
• The training could be offered by a committee that includes members from the union and university or only union members.
• A more individual strategy for workplace accommodation. 

The panel on Effective Equity Initiative At NS Universities was the next part of the conference. In this part, participants started asking questions and bringing up the issues. I mentioned the precarity of part-time instructors who may stay in this precarity for years without a path to become a permanent faculty member. I also added the language and rules around permanent residency and its relationship to getting a permanent job in Canadian universities, which put more racialized scholars in precarious job situations. It was supported by some other part-time and full-time instructors in the meeting. I believe that we need more presence of part-time instructors at such meetings. However, the precarity and financial situation of part-time instructors make this presence harder. Some of the points brought up by panellists are mentioned below.

• Adding a non-voting equity representative to the hiring committee.
• Having the Equity language in the bargaining process. 
• A participant suggested using the term “Equity-denied” instead of “Equity-Deserving.”

Dr. Patti Doyle Bedwell was the next speaker to discuss the Erasures: The Colonialization of Indigenous Identity. She mentioned the issues she faced and how some people in power consider “Diversity means Unqualified” in their discussions and decision-making. She also discussed the issue of pretentious people in academia who try to take advantage of Indigenous positions and accommodation. 

Dr. Kubota was the last speaker who discussed the intersectional injustice of race and language. She brought up the hidden forms of prejudice and discrimination that are based on the linguistic profiling. Dr. Kubota addressed language equity and the necessity of considering it in the EDIA discussions.

The conferences ended with a group activity about what was missed and what could be the next step for equity at NS universities. The conference ended at 4 P.M.

Pouya Morshedi (Ph.D. Cand.). has been teaching in the Sociology Department at Saint Mary’s University since Fall 2020. He’s a co-organizer of The Qualitative Analysis Conference; Chair of The Anti-Racism, Representation, and Diversity Committee at the Society for the Study of Symbolic Interaction (SSSI); and Co-founder of Avalon Research Society He is a qualitative researcher specializing in the sociology of space and place, the sociology of cinema, and the sociology of revolution. He recently published a peer-reviewed article: Home in Cinema and Women at Home: A Comparative Study of Pre- and Post-Revolutionary Iranian Cinema from 1969 to 1999