FAQ for TA/TM/SI Benefits

last update as of: January 23, 2008

Frequently asked questions on Health Care Benefits for Teaching Assistants, Tutor-Markers and Sessional Instructors

Q1: I am a new TA and heard that the University pays 100% of the Medical Service Plan (MSP) premiums. How do I apply?

A: As soon as you receive your appointment, you may apply for coverage in Human Resources by completing application forms.

Currently enrolled in MSP: Human Resources requires a completed application form in order to enroll you in Simon Fraser University’s plan. Applications will be returned to you if incomplete. Forms can be downloaded from http://www.sfu.ca/human-resources/forms/index.html

Canadian Citizen or Landed Immigrant: If you are a Canadian citizen moving from another province, a copy of your birth certificate or Canadian Citizenship card will be required. Landed Immigrants must provide copies of Immigration documents for themselves and each dependent. There is a three (3) month waiting period (the balance of the month of arrival in BC plus two full calendar months) before you are eligible for coverage.

On a Visa: Along with your application, a copy of your visa, valid Social Insurance Number with your employment or student authorization form is required. There is a three (3) month waiting period (the balance of the month of arrival in BC plus two full calendar months) before you are eligible for coverage.

Q2: If I apply for MSP, when is coverage effective?

A: If you meet the MSP eligibility requirements, your coverage will begin the first day of the month in which you apply, provided you have an active appointment.

Q3: I have Out-of-Province medical coverage. Do I need to apply to the BC plan?

A: As a student or temporary worker who does not plan to take up permanent residence in BC, you may be able to remain on your home province medical plan. Check with your home province. If you are not able to remain on your home province’s coverage, there is a three (3) month waiting period (the balance of the month of arrival in BC plus two full calendar months) before you are eligible for coverage under the BC plan.

Q4: Are my spouse and/or children covered by the University health plan?

A: Yes, provided they meet the MSP eligibility requirements and you enroll them by completing a form and submitting it with the required documentation. In order for your child to qualify as a dependent s/he must be under 19 years old or under 25 and attending school, college or University on a full-time basis.

Q5: Can I put my parents on any of my health plans?

A: No.

Q6: I’m an international student. When can I go to the doctor if I apply now for MSP coverage? What if there is an emergency during the waiting period?

A: As a new resident to Canada, there is a three-month waiting period (the balance of the month of arrival in BC plus two full calendar months) before coverage for MSP can begin. If you want to have medical insurance during the waiting period, you should purchase private medical insurance. The University will reimburse 50% of the $120.00 premium for single coverage, $240.00 premium for couple coverage and $300.00 for family coverage. Bring your receipt to Human Resources.
If you choose not to apply for private insurance, you will be responsible for the payment of medical expenses during this waiting period.

Q7: I don’t have a Care Card and MSP number yet but have been told that I need this for a doctor to see me. What do I do now?

A: If you require medical attention and you have not received your Care Card by the time you are eligible for coverage, you are responsible for payment to the doctor. Once you receive your Care Card you can submit your receipts to B. C. Medical for reimbursement.

Q8: I just received a bill from MSP. I thought the University covered me.

A: If you have submitted the Application for Group Enrollment with the University, you will be covered. It is recommended you return the bill to MSP stating on it that you have coverage under Simon Fraser University’s group plan #4070264 and give the effective date. The effective date is:

• BC Residents, the first day of the month in which your appointment starts, providing you have completed your application and sent it to Human Resources within the same month of your appointment start date
e.g. if your appointment starts at the beginning of September and you send in your application during that month, coverage will start September 1. If you send in your application in October coverage will start on October 1.

• If you are new to British Columbia , the first day of the month after you have satisfied the three month waiting period (the balance of the month of arrival in BC plus two full calendar months) providing you have completed your application form and sent it to Human Resources.

BC Medical takes approximately 3 to 4 months to process applications, but MSP should stop billing you after they receive the returned bill with the SFU coverage information.

Q9: My MSP bills are being sent to Collections, but I applied for benefits at the beginning of my appointment. What is going on?

A: MSP takes approximately 3 to 4 months to process applications. If you have received a collection notice please contact MSP to explain that you have coverage at SFU.
http://www.healthservices.gov.bc.ca/msp/infoben/contacts.html

Q10: I heard that the University pays 75% of the Extended Health Benefit (EHB) premiums. How do I apply?

A: As soon as you receive your appointment, you may apply for coverage in Human Resources by completing an application form. To qualify for EHB coverage, you must be enrolled in a provincial medical plan within Canada i.e. BC Medical (MSP) or your home province medical plan. (Refer to Q1 and Q3 for more information.)

Q11: If I apply for EHB, when is coverage effective?

A: If you meet the EHB eligibility requirements, your coverage will begin the first day of the month in which you apply, provided you have an active appointment

Q12: Do I have to reapply for MSP and EHB coverage every semester?

A: If you maintain positions in TSSU on a continuous basis, you do not need to reapply. If there are one or more semesters between appointments, you are required to reapply unless you have prepaid for coverage for one (1) or two (2) semesters between appointments.

Q13: I worked last semester but I didn’t apply for MSP and EHB at the time. Can I apply now and get reimbursed?

A: Application for MSP and EHB must be made during the period of your appointment. The effective date is the beginning of the month in which the application is received in Human Resources during the semester you hold the position. You will not be reimbursed for previous months.

Q14: What about coverage between semesters when I don’t have an appointment?

A: You may maintain coverage under the MSP and EHB group plans for one to two semesters following your termination by completing and forwarding the continued coverage form and payment to Payroll prior to your termination. Prepayment by cheque or cash of 100% of the premiums for the first semester must be remitted with the continued coverage form to the University prior to termination. For a second semester of coverage, prepayment of the premiums for that semester must be made prior to the end of the first semester’s coverage. Continued coverage forms are available in Human Resources or Payroll. And at http://www.sfu.ca/human-resources/forms/index.html

Q15: What is the deadline to apply to maintain my MSP and Extended Health coverage? If I miss it what can I do?

A: The deadline is prior to the end of your current assignment. If you fail to apply prior to this deadline, you will not be covered under the University plans. To ensure continued MSP coverage, contact BC Medical at (604) 683-7520 to arrange for personal coverage. For your EHB, you may wish to purchase an individual plan from Pacific Blue Cross at (604) 419-2200 or toll free at 1-888-275-4672. You may get further information about their plans at www.pac.bluecross.ca or the TSSU office.

Q16: I thought that I would get a position in the following semester but I did not receive an appointment and only found out after my appointment expired. Can I now apply to continue my MSP & EHB coverage under the University plans?

A: You are no longer eligible to continue coverage under the University plans. If you are in a situation where you are uncertain about a future appointment, it is recommended that you apply for continued coverage prior to the end of your current appointment. If you subsequently receive an appointment, Payroll will refund any money owed to you.

Q17: I need to get my eyes checked and will probably need new glasses. Is this covered under the Extended Health Plan?

A: Eye examinations and glasses are not covered under your plan.

Q18: Why am I taxed for the MSP premiums that the University pays?

A: According to the Canada Customs and Revenue Agency, any portion of the premium paid by the employer is a taxable benefit.

Q19: How do I apply for Dental?

A: Pacific Blue Cross (PBC) offers an individual dental plan to all TSSU members. To apply for the Plan you must contact PBC directly at (604) 419-2200 or toll free at 1-888-275-4672. You may get further information at the TSSU office. The Human Resources Department does not provide advice or information regarding the dental plan.

Q20: Does the University cover premiums for Dental?

A: You are responsible for payment of premiums directly to PBC. The university will reimburse a portion of the premiums provided that the appropriate application is made.

Q21: How do I apply for Dental premium reimbursement?

A: Application for dental reimbursement must be received by Human Resources no later than the end of week 12 of the semester to which the reimbursement applies. This can be done prior to your receiving proof of premium payments from PBC. At the end of the semester in which you have had a TSSU appointment and have paid premiums into the Pacific Blue Cross Personal Dental Plan, upon proof of premium payment the University will reimburse for each month in the semester for which you were enrolled in the dental plan:

$11.35 per month for single coverage
$22.70 per month for couple coverage
$34.50 per month for family coverage

Q22: I missed the deadline for Dental reimbursement. What can I do?

A: If you have missed the deadline, you are not eligible for reimbursement.

Q23: I require treatment from a physiotherapist (massage therapist or Chiropractor). Does the MSP or EHB cover it?

A: As of January 1, 2002, MSP no longer provides benefit coverage for these treatments. Reimbursement under EHB is currently limited to 80% of $10 for the first 12 visits. After the 12th visit, the EHB pays 80% of the approved fee up to the annual maximum.

Q24: I am switching from TSSU this semester to Research Assistant the next semester and then back to TSSU the following semester. What happens to my benefits?

A: You may be eligible for benefits under your research appointment. Please see the Grant Holder or the Departmental Administrative/Assistant for specific information on your appointment. (Refer to Q14 for more information.)

Q25: I am leaving the country for 4 months in the summer and coming back in the fall. What happens to my MSP?

A: You can apply to continue coverage under the University plan. (Refer to Q14 for more information.)

Q26: What happens when my visa expires and I get a new one?

A: To ensure continuation of MSP, new visas must be given to Human Resources to forward to MSP.

Please note: Information on benefits for employees in the TSSU can be found on the Human Resources website at http://www.sfu.ca/human-resources-old/tssu-index.html.

Frequently Asked Questions

FAQ for TAs, TMs & Sessional Instructors

The following pages outline some of the most common questions and concerns that members have about their rights and responsibilities. This is by no means an exhaustive guide, if you have more questions or need greater clarification, please feel free to contact us for more help. All page numbers refer to the May 1 2004 - April 30 2010 collective agreement. Please scroll down for the answers to the following questions:

What's a BU?

Teaching Assistants and Tutor Markers are paid in base units, or BU. Each base unit represents $934 salary (Article XXVII Salaries and Scholarships). In addition, Masters students who are Teaching Assistants or Tutor Markers, receive a scholarship of $129 per BU; while PhD students receive $329 per BU. Undergraduate and External Teaching Assistants and Tutor Markers receive no scholarship. All Teaching Assistants and Tutor Markers are expected to work up to but not more than forty-two hours per semester, per base unit they are assigned (Article XIII D 2 a).

How are Teaching Assistants paid?

Teaching Assistants who teach tutorials generally receive one BU for each hour of tutorial they teach each week, plus 1.17 BU (42 hours) to cover the time required for preparation for the course to which they are assigned. The total workload is then reduced one hour per base unit to compensate for any statutory holidays which may occur during a semester. For example, a TA with four one-hour tutorials each week in CMNS110 would receive a total of 5.17 BU. The maximum number of hours that TA would be required to work in that semester is calculated in the following manner: 5 BU times 42 hours of work is 210 hours, minus 5 hours of stat holiday compensation, gives the TA a total of 205 hours of work for that contract. Note that the additional .17 of a BU included in the prep time is calculated for salary only; no hours of work are associated with that portion of the preparation pay.

A TA who is assigned to two different courses receives one BU for each hour of tutorial each week, plus the 1.17 BU for preparation for each different course that he or she teaches. For example, a TA with three one-hour tutorials in LAS 204 and two one-hour tutorials in LAS 100 would receive a total of 7.34 BU and be required to work no more than 7 BU x 42 hours, minus 7 hours of stat holiday compensation, or 287 hours. There is a table in Appendix B of the Collective Agreement (page 72) which does the math for you.

Although one base unit per weekly one-hour tutorial is the norm, there are notable exceptions. The university has established several equivalents that allow some departments to calculate the assignment of base units differently. These equivalents include:

Some additional exceptions have been made to adjust for differences in teaching methods across the university. See other examples in Article XIII D 4 b. If you have any questions or concerns about the number of base units that a member has been assigned in your department, be sure to bring it to the attention of the Chief Steward as soon as possible.

When a TA has no direct classroom contact, he or she is paid one base unit for each amount of marking or other duties estimated to require 42 hours to perform. There is no additional 1.17 for preparation in these cases.

How are Tutor Markers paid?

Tutor Markers receive an initial preparation time of 2.17 base units for preparation, plus 1 BU for the first increment of up to 20 students enrolled in the specific course to which the TM is assigned, plus one-quarter (0.25) of a base unit for each additional increment of up to 5 students enrolled in the course. However, until enrolment in the course is confirmed at the end of Week 3, Tutor Markers receive three-quarters (0.75) of a base unit less than the enrolment figure from the End of Release (the date by which all undergraduates have had a chance to register, approximately three weeks before the semester begins) (Article XV D d). This deduction comes from students over and above the initial twenty, and in any event, no appointment will be less than 3.17 BU. After enrolment is confirmed, the TM's pay is adjusted up to cover the full enrolment, and any back pay owing is paid to the TM on his or her next pay cheque. If enrolment drops, no change is made to the pay.

For example: the TM for EDU 220 has 77 students at the End of Release. Pay is calculated like this:

At the end of Week 3, compensation is re-calculated the same as above, but without subtracting the .75 BU. In this example, if there were no change to the enrolment figures, the 0.75 would simply be added back in increasing the total pay to 6.17 BU. If enrolment increases, compensation increases accordingly. However, if enrolment drops after Week 3, no reduction in pay will be made.

Each base unit represents up to but no more than forty-two hours of work per semester. As with Teaching Assistants, there are no hours of work associated with the 0.17 BU of the initial prep time, and the total hours worked with be reduced by one hour per base unit to reflect statutory holiday compensation. With the example above, the total hours worked would be calculated like so: 5.25 BU x 42 hours = 220.5 - 5.25 (for statutory holidays) = 215.25 as the maximum number of hours worked.

A table which calculates wages according to the number of students enrolled can be found in Article XXVII.

How are Sessional Instructors paid?

Unlike Teaching Assistants and Tutor Markers, Sessional Instructors are paid in contact hours. For each hour that Sessional Instructors spend in lecture or tutorial each week, Sessional Instructors are paid $1281. An additional 1.25 contact hours ($1601) is paid for preparation for each course. For example, a Sessional Instructor who lectures three hours a week is assigned 4.25 contact hours; a Sessional Instructor who has a two hour lecture and three tutorials is assigned 6.25 contact hours.

No additional preparation time is paid if an SI is teaching both the lecture and tutorials. There is no additional scholarship (as with TAs and TMs) for Sessional Instructors who are also graduate students.

A table which calculates wages according to contact hours can be found in Article XXVII

What's a RFR (Right of First Refusal)?

The Right of First Refusal provides a (limited) measure of job security for Sessional Instructors who frequently teach the same course over an extended period of time. A Sessional Instructor qualifies for a right of first refusal when:

  1. He or she has been appointed as a Sessional Instructor either for a third consecutive semester or for a fifth semester within three years and
  2. He or she has taught the same course at least three times within the last nine consecutive semesters.

Once a Sessional Instructor has met these conditions, he or she must inform the department chair in writing, with a copy to the union. Sessional Instructors who qualify will be offered the opportunity to accept or decline that Sessional Instructor position before it is posted for general applications. The RFR does not give SIs priority over Faculty members. The RFR lasts for either the next three times that the course is taught by a Sessional Instructor or three years, whichever is shorter. See Article XIV E for the full information.

What's a TUG?

A TUG, or Time Use Guideline, is a form that is required by departments and that outlines the time allotted for the duties and responsibilities that a TA or TM is expected to perform over the course of his or her appointment. It is the form that tells you how much time should be spent on each aspect of your work as a TA/TM. TUG forms should be filled out in the first week of the semester. Course Supervisors are expected to provide TAs and TMs with a guideline for the approximate length of time necessary for the completion of each activity related to the work. Each major activity must be considered and an approximate length of time estimated. Time at TA Day and other professional development activities (up to six hours) should be included, as should any time that will be spent learning course specific software (up to seven hours). One hour per base unit is counted towards statutory holidays, and the total hours allotted must not exceed the amount stipulated in the contract, i.e. the number of base units multiplied by 42. Teaching Assistants and Tutor Markers may suggest amendments to the allotment of time suggested by their Course Supervisor.

Examples of the Time Use Guidelines Form can be found in Appendix C (for Teaching Assistants) and Appendix F (for Tutor Markers).

How do I get a workload review? Why would I want one?

Workload reviews are the primary mechanism to ensure that members do not have to work for free. The process for getting a workload review, and the possible outcome of that review differs by job category. In all cases, it is vital that the employee has kept track of their hours. All members should be encouraged to keep track of their hours worked and of the specific type of work done during those hours, for example, by logging their hours in the TSSU logbook.

Teaching Assistants

A TA may request a workload review at any time in the semester if he or she believes the work required by the Course Supervisor will exceed, by semester end, the maximum of forty-two hours per base unit. TAs should be encouraged to log their hours and review their workload with their Course Supervisor regularly. As soon as he or she becomes aware of the fact that the hours assigned may not be enough, the TA must let the Course Supervisor know. It may be possible to resolve the problem at this informal stage, say if the Course Supervisor offers to take on some of the marking. If no resolution is possible, or if the TA still believes that the work required will exceed the maximum hours assigned, he or she should submit a written request for a workload review to the Department Chair. There are four possible outcomes:

  1. The workload is found to be excessive, and will be reduced accordingly,
  2. The workload is found to be excessive, and with the agreement of the employee, the compensation will be increased accordingly, or
  3. The workload is found to be excessive, and the department will hire an additional TA to help fulfill the duties required by the course
  4. The workload is found to be reasonable, and the Course Supervisor is expected to provide direction to the TA as to how to use the remaining time in the contract

Regardless of the outcome of the review, a TA who believes that he or she has been required to exceed their hours and has exceeded their hours must be compensated. See Article XIII E 5.

Teaching Assistants may also be eligible for Automatic Workload Reviews (AWR), which should be conducted by the Course Supervisor prior to the end of Week 5. Not every TA will get an AWR, there are specific "triggers" which are outlined in Article XIII E 3. Where the Course Supervisor determines that the overall required work will exceed the hours assigned, the workload will either have to be reduced or more BU assigned. The union must be advised in writing of the results and reasons of the AWR.

Tutor Markers

As with TAs, a Tutor Marker may request a workload review at any time in the semester if he or she believes the work required by the Course Supervisor will exceed, by semester end, the maximum of forty-two hours per base unit. When such a request is made, the Director of the Centre for Distance Education, in consultation with the Course Supervisor and the TM shall review the workload.

The Centre for Distance Education must reply with the result and the reason, in writing, with a copy to the union, within 10 days. There are four possible outcomes:

  1. The workload is found to be excessive, and it will be reduced accordingly,
  2. The workload is found to be excessive, and with the agreement of the employee, the compensation will be increased accordingly, or
  3. The workload is found to be excessive, and the Centre will hire an additional TM to help fulfill the duties required by the course
  4. The workload is found to be reasonable, and the Course Supervisor is expected to provide direction to the TM as to how to use the remaining time in the contract

Regardless of the outcome of the review, a TM who believes that he or she has been required to exceed their hours and has exceeded their hours must be compensated. See Article XV E 5.

Sessional Instructors

Unlike Teaching Assistants and Tutor Markers, there is no limit to the number of hours that a Sessional Instructor may work in a given semester. However, there are some cases where a department, in consultation with the Sessional Instructor, may decide that different or additional preparation, instructional techniques, software or texts are necessary. In these cases the Department Chair will meet with the Sessional Instructor to determine the appropriate level of compensation. The Sessional Instructor is entitled to Union representation at such meetings. See Article XIV D 2.

What if my Course Supervisor wants me to work after the semester ends?

If you have been required by a Course Supervisor to work after the last date of your contract, you must be paid an hourly wage for that work. For Teaching Assistants and Tutor Markers that rate is equivalent to one BU divided by forty-two (i.e. $21.38 for UTA and ETA, $24.33 for GTA1 and $28.86 for GTA2). Sessional Instructors will be compensated only for hours worked after the end of the first week of classes of the following semester; the rate of pay is $29.43 an hour.

What benefits do I have?

Members of the TSSU bargaining unit have a number of benefits for which they are eligible.

Medical Services Plan and Extended Health Benefit

The university will pay 100% of the cost of the MSP premiums and 75% of the cost of the Extended Health Benefit premiums and deduct the remaining 25% from the employee's pay cheque. Members who want to apply for this coverage must sign up at Human Resources. See Article XXV A.

Members who will not be re-appointed for a following semester, can continue their coverage on the group plans by pre-paying 100% of the premium. Pre-payment by cash or cheque must be provided to SFU Payroll before the last day of the last month of the semester in which you are employed. Prepayment forms are available in Human Resources or Payroll, in Strand Hall.

For more info, go to http://www.sfu.ca/human-resources/tssu-index.html or phone 778-782-3237.

International Members Medical Benefits

There is a three month waiting period before MSP can begin for new residents. Members who have paid for private medical coverage during this time can have 50% of that cost reimbursed by the University (up to a maximum specified in the Collective Agreement in Article XXV A) Take your receipts to Human Resources in Strand Hall.

For more info, go to http://www.sfu.ca/human-resources/tssu-index.html or phone 778-782-3237.

Dental Benefit

An individual dental plan is offered to all TSSU members by Pacific Blue Cross. To apply for the plan you must contact Pacific Blue Cross directly and ask for a stand-alone dental plan. You must sign up for one full year of dental coverage and there is a 3 month waiting period before you can begin to use your dental coverage. At the end of the semester in which you have had a TSSU appointment and have paid premiums into the PBC Stand-alone Dental Plan, upon proof of premium payment the University will reimburse (approximately 35%) the following amounts:

$11.35 per month for single coverage

$22.70 per month for couple coverage

$34.50 per month for family coverage

Application for reimbursement must be received by Human Resources no later than the end of Week 12 of the semester in which you are employed by the University in a TSSU appointment.

For advice or information you may contact Pacific Blue Cross at 604.419.2200 or 1.800.873.2583 or inhealth@pac.bluecross.ca

Human Resources does not provide advice or information regarding the Dental Plan. The application forms for reimbursement by the University, however, are available at the Human Resources office or on their website at http://www.sfu.ca/human-resources/forms-cabinet.html

Childcare Bursary

The university puts $50,000 a year into a bursary fund for TSSU members. Members can apply for a bursary, in semesters in which:

1) they have TSSU appointments

2) are registered as students

3) receive childcare from a licensed childcare provider, license not-required childcare provider, or in-child’s home care provider.

TSSU members apply for this bursary through Financial Assistance. Applications must be received no later than the end of Week 2 of classes. Written notification of the status of application will be sent out in Week 8 and successful applicants will be able to pick up a cheque for the amount awarded from the Cashier's office. See Article XXVIII.

Can I put my spouse and kids on my medical plan?

TSSU benefits extend to the member, the member's spouse (including common-law and same sex spouses) and his or her children.

What happens if I get sick?

TSSU members do not have to work when they are sick! Members are eligible for sick leave of up to one month with pay and benefit coverage continuing. Absences of three days or less do not usually require a medical certificate. The member must, wherever possible, notify the Course Supervisor or Department Chair in advance of the duties that will be missed. See Article XXV for more information.

What if I have to attend a family funeral?

Paid leave of up to five business days may be granted in the event of the death or illness of a close family member or friend of an employee (Article XXV C)

Do we have maternity or parental leave?

There are provisions for unpaid leave for birth mothers, birth fathers and adoptive parents in Article XXV D. See this section for details about notice requirements and possible extensions.

What if my mom's getting surgery?

Employees are entitled to one day with pay per appointment for family leave, related to the care, health or education for any member of their immediate family (Article XXV E).

What if I get called for jury duty?

Employees who get called for jury duty or by subpoena to appear in court will be granted paid leave, with some conditions (Article XXV K).

I'm being harassed at work. What can I do?

TSSU members have two choices if they are being harassed or discriminated against in the workplace. The Collective Agreement has provisions under Article IX which outlines the process for members to follow if they want to launch a grievance to address the problem. However, TSSU is also named as a constituency organization under the University's Harassment Policy (GP 18), which gives our members the right to pursue harassment complaints by that route as well. Members have a right to union representation throughout, no matter which route they choose to follow. If you decide to take your complaint to the SFU Human Rights Office (HRO) instead of using the grievance process, be sure to identify yourself as a TSSU member to the SFU Director of Human Rights as soon as possible.

If you are being subjected to personal harassment, the university's Harassment policy will only take informal steps to resolve the issue. If this is not successful, formal steps can only be taken through the Union's grievance procedure.

Because so many of our members are also students, it is important to ascertain whether the discrimination or harassment is related to the person's employment or their status as a student. In cases where it is student-related, the Union grievance process does not apply, and the person will have to appeal to the HRO. However, in some cases it may not be so simple, for example, if a member's Course Supervisor is also his or her academic supervisor, the harassment may be simultaneously employment and student related. In these cases creative measures may have to be taken to ensure that all the rights of the person are respected. If you are ever in doubt, consult the Chief Steward for more information.

Members have the right to grieve the university's response to an employment related harassment complaint. See Article IX.

I've been accused of harassment or discrimination. What are my rights?

If you have been named as a respondent in a harassment complaint under the university policy, you are entitled to Union representation throughout the process. Be sure to identify yourself as a TSSU member. The SFU Director of Human Rights must also advise Union members who identify themselves as TSSU members of this right.

It may also happen that a member is named in a grievance under TSSU's Collective Agreement or the Collective Agreement of another union on campus. Here, too, the member has the right to Union representation.

Members have the right to grieve the university's response to an employment related harassment complaint. See Article IX.

What's in my employee file? Can I look at it?

Article XIX outlines what is allowed to be in an employee's employment file. Nothing that is not mentioned in this article should appear in this file. Members are entitled to know what's in this file, and where all materials that are considered part of this file are located. Members may examine the contents of this file at any time (with reasonable notice) and any written comments on the contents will be added at his or her request. The contents of the employment file may be among the matters considered in appointing positions. Therefore, members should check on the contents of this file regularly to ensure that nothing which does not belong there, and which could have the potential to affect their future employment, at SFU or elsewhere, is contained in the file.

Will my work be evaluated?

Every employee must be evaluated at least once during the semester. This evaluation may be done either by the students and/or the Course Supervisor, or in the case of Sessional Instructors, the Department Chair. A copy of the student evaluation must be forwarded to the employee by the end of the first week of classes of the following semester.

The evaluative criteria must be made clear to the employee at the beginning of the semester. Evaluations will not be considered a part of the employment file until the employee has had the opportunity to discuss the evaluation results with his or her supervisor and to add any comments he or she thinks are necessary. Instructor evaluations of Teaching Assistants must be in a format consistent with the sample evaluation form in Appendix E. Wherever possible, supervisors must bring serious or ongoing problems to the employee's attention, first verbally, and then, if the problem persists, in writing, before citing them in the final evaluation (Article XVIII I).

TSSU Committees

Our Union is autonomous and independent; it is not a local of any larger organization. We support other organizations, and we are supported in turn, but we answer to nobody but ourselves. We depend entirely on members (some of the most skilled and capable people in BC) to run our Union. Through our membership, we are strong. Without it, we will fail.

Communications: The Communications Committee produces the TSSU newsletter, special bulletins and the TSSU website. The committee is currently trying to develop a dynamic communications strategy for the Union and is always looking for new ideas and energy. The TSSU is always looking for members willing to lend a hand with writing short pieces for the newsletter, proofreading, editing, layout, design, artwork and website maintenance.

Social Justice Committee: The TSSU's newest committee, Social Justice (SJ) develops campagins, endorses projects/causes, and recommends $1000 in contributions each semseter to small groups that challenge the root causes of poverty, inequality and injustice (all subject to approval by the General Membership). The SJ Committee largely replaces both the Donations and the Membership Mobilization Committees.

Education: If TSSU members don’t know their rights, they won’t know when those rights are being violated. The Education Committee hopes to make our rights, protections and benefits known to all members, so that we can take full advantage of them and in this way create healthier working environments for all of us. The committee can organize educational campaigns, host workshops and events or provide funding to send members to conferences and courses related to Union issues.

Finance: Are you interested in how budgets work? Do you have a knack for budgeting? Perhaps you would like to be involved firsthand with TSSU finances. The Finance Committee is actively seeking members to assist in researching and setting the yearly TSSU budget, in addition to keeping track of the union's investments and funds.

Grievance: The Grievance Committee is designed to give the Chief Steward help with ongoing grievances. This committee ensures that the rights of members on the job are respected, representing the interests of members with respect to their working conditions and ensuring that the employer follows the Collective Agreement. Committee members may be involved in doing legal research, in discussing possible strategies for pursuing a case and in gathering necessary information.

Internal Relations: The Internal Relations (IR) Committee is responsible for establishing and updating the By-laws and policies of the TSSU. In addition, IR is responsible for hearing and making recommendations that involve disputes within the Union between any of the union members, including any and all employees or salaried officers, through the dispute resolution policy.

International TA Issues: International students who work as TAs and/or TMs have unique needs and experiences. This committee was born out of the need to find a place to discuss these issues and try to develop strategies to increase support for ITAs and to create better working and learning environments through education campaigns and events, policy recommendations and lobbying of the University.

Sessional Issues: This committee is currently looking to find ways to better respond to the unique needs and experiences of Sessional Instructors. Some issues that this committee has looked into include: job postings, improved transparency in hiring, finding a balance between job security and openings for new teachers, between long term sessionals who need to make a living and graduate students seeking invaluable teaching experience and to ensure a healthy and fair work environment for all. The TSSU is also currently working with the SFU Faculty Association to organize Sessional Forums twice a year to come together to discuss some of the common concerns of Sessional Instructors and Sessional Lecturers and to develop strategies to deal with these concerns.