ࡱ> :<9 bjbj . xx||prrrrrr$v$$$$Rp$pSvF\0.\d$$$$| :  Judy Haiven, President and March 27, 2012 The Executive of Saint Marys University Faculty Union Dear Judy and Members of the SMUFU Executive, We have written previously with the suggestion that SUFU should be more concerned about the situation for retirees and current faculty who are contemplating retirement at Saint Marys. As indicated in Ron Cospers letter of August 28, 2010, the status of retiree has been created in the collective agreement, but nothing further is said about what retirement entails. Many of us are involved in teaching, research and other professional activates both in association with Saint Marys and beyond the university and these should be addressed in the collective agreement. We have enclosed a copy of the pertinent clauses of the collective agreement at York University as a possible model for Saint Marys. You will note several points in that document which differ from the situation at Saint Marys. For example, all retired faculty are designated as emeritus, a definition that is increasingly the trend in North America. Other examples include universities at Buffalo the University of British Columbia, Calgary and Saskatchewan. At the Universities of Southern California and Buffalo (among others) there are Emeritus Centers, where all retirees can meet, work and have services provided. At the Universities of Saskatchewan the title of Professor Emeritus is: an honour bestowed by the President for retiring colleagues. It is given in recognition of retirees service to the university as teachers and scholars. Award of the title will be automatically conferred on all retiring faculty. In some universities those desiring to be called Senior Scholars also have access, when available, to various resources including office space, research expenses and other professional resources. We learned recently that the University of New Brunswick has designated a large pool of research money which is available strictly for applications from retired colleagues. Another concern has to do with the lack of teaching opportunities in post retirement. Faculty who have taught certain courses for years, and indeed have often developed such courses, find that they are in the disadvantaged position of having no precedence vis a vis part-timers who are often much less experienced. Some current full-time faculty at Saint Marys, individuals not yet retired, have told us that they would be inclined to retire but fear that they will not be able to do any more teaching on a part-time basis after retirement. At York, again as an example, retired faculty have the right to teach up to five full courses at the salary rate of $16,238 per course and up to three more at a rate comparable to the CUPE rate for part-timers. York is merely one example and every university is different, but it is obvious that the situation of many older and retiring faculty is changing. We think it would be highly advantageous for the Union to address these concerns which, if resolved, could benefit present faculty, many retired faculty and the interests of the larger university. Of course, the issue of the lack of continuing medical insurance for retirees continues to be of concern to some of our members and certainly to many of those still working as full-time faculty, but contemplating retirement in the next few years. The number of current faculty who attended that session on post retirement health plans last June attest to the importance of this issue in their minds. A final point is that in many universities, including at least one in Atlantic Canada, retired faculty continue to be members or associate members of their unions and associations. We suggest arranging a meeting with the SMUFU Executive to discuss these and other areas of mutual interest. 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