Get Support from the FA

Your Faculty Association is here to assist you in managing any issue or addressing any concern arising from your employment as a MacEwan faculty member. 

Even where a matter is not explicitly covered by the collective agreement, we pride ourselves on our ability to effectively resource our members in a manner that is appropriate to their status as professionals and academics. 

Communication with the FA is confidential, and your privacy will be respected throughout.

You can contact the FA staff by emailing FAOffice@macewan.ca or by clicking the "Contact Us" button at the bottom of this page.

Read more below about some of the most common reasons why members will contact the FA seeking support. Don't see your issue listed? That's okay. Get in touch with our office to discuss how we can be of assistance.

Questions related to workload and appointment are among the most common that we encounter from members. Workload procedures for members with Tenured or Tenure-Track appointments are described in Article 12 of the collective agreement. Workload for Chairs is captured in Article 13. Terms and conditions for members with Sessional appointments are described in Article 33 and those for Nurse Educators are described in Article 32.

Do you have a question or concern about your instructional assignment, or about the manner in which your appointment to a Sessional position was undertaken? Are you new to the Chair role and wondering how to navigate unfamiliar processes in the collective agreement? Your Faculty Association can provide assistance in understanding and interpreting the clauses that pertain to your workload or appointment issue.

Your inquiry may be resolved quickly with an email or a call with one of our staff, or it may require ongoing support, up to and including the filing of a formal grievance if the University has violated one or more of the terms of the collective agreement. No inquiry is too simple or too complex to warrant contacting the Faculty Association for assistance!

Accommodation in a workplace context means making changes or exceptions to terms and conditions of employment for employees with a protected characteristic to ensure that these do not adversely impact a person. There are 15 such characteristics that are protected by the Alberta Human Rights Act. Any of these may give rise to a need for accommodation, but the most common grounds on which members typically seek accommodation are physical or mental disability and family status.

The University has a legal obligation to take reasonable steps to accommodate a member's needs or limitations in the workplace that arise from a protected characteristic, to the point of undue hardship. As the sole bargaining agent, the Faculty Association must participate in any accommodation process. Members cannot independently negotiate their own terms and conditions of employment, including accommodation agreements. 

We can assist you in navigating the process of seeking an accommodation, including advising on the steps to take to substantiate a protected characteristic. Each accommodation is unique and what might be reasonable in one case may not be reasonable in another case. We will work with you and with the University to ensure that your rights are respected and your specific needs are met.

Both the Faculty Association and the University are committed to maintaining a working environment that is free from harassment and violence. It is the responsibility of the University to create and enforce policies and procedures for managing complaints of harassment and violence, including investigating and responding to these complaints in a reasonable and timely manner.

The Faculty Association can assist members in making a formal complaint and can provide support and advice to members throughout the University’s investigation process. Alternatively, members may request to have their matter addressed directly by the Faculty Association using the grievance process described in Article 4 of the collective agreement.

Not all workplace conflicts rise to the level of harassment or violence. The Faculty Association can also assist in informal dispute resolution. This assistance could take place behind the scenes, through coaching to manage difficult situations, such as relationships with colleagues or supervisors. The Faculty Association may also intervene directly on your behalf to help resolve the conflict.

Article 18 of the Collective Agreement governs the way that discipline is managed for faculty members at MacEwan. The processes contained in this article balance the University’s need to ensure compliance with policies and directives with the right of our members to fair process and representation. Members cannot be disciplined without an investigation.

Members have the right to be accompanied by a GMUFA representative at any meeting during the discipline process. They also have a right to know, in advance, the grounds on which they are being investigated and the right to present their own evidence in response, either by meeting or by submitting written or documentary evidence.

If you have been named as a respondent in an investigation, the FA can assist you in preparing your response and can answer any questions you may have about the process. Discipline investigations are monitored very closely for strict compliance with the provisions of Article 18.

The FA can also provide support and assistance to members participating in an investigation as a complainant or a witness.