UNAC Workloads

What is a workload?

A signed agreement between each bargaining unit member and their supervisor, detailing the professional duties each UNAC bargaining unit member is expected to successfully perform during the 9-month academic year
30 workload units split between any combination of teaching, research, and service is considered full time. Full time is based on a 40 hour work week and a 9-month academic calendar
It covers one standard academic year (August-May), with few exceptions
Successful completion of workload duties is the basis for satisfactory annual evaluations (and promotion/tenure)

1 course credit is at least 1 workload unit
Additional workload units should be assigned for large classes without a TA, for classes with heavy grading or advising loads, or for other valid reasons

Anything related to teaching but not taking place in the classroom (assessment, new course design, curriculum development and revisions, etc.)
Advising or mentoring students
Professional development to improve teaching and learning (i.e. online course development training, technology training, pedagogy training, etc.)

Assume a 40 hour work week with a 9-month, academic year contract (i.e. 1 workload unit equals approximately 52 hours of work over 9 months)
Determine how many hours are required to complete your research or creative work and come to agreement with your supervisor
Past-practices should always be used as a guide to avoid workload creep

Assume a 40 hour work week with a 9-month, academic year contract (i.e. 1 workload unit equals approximately 52 hours of work over 9 months)
Past-practices should always be used as a guide to avoid workload creep
Service work should be split evenly among colleagues
Falls into one of three categories:
- University Service: department, college, university, or system committee assignments and other, related work
- Professional Service: involvement in your profession outside of UA, such as journal editor or reviewer, professional board member, organizer or presenter at a conference, etc.
- Public Service: community involvement resulting from your professional expertise

Optional, additional work assigned to a bargaining unit member for additional pay during an academic year after the member already has a signed, full workload
Necessary work that a supervisor needs done but that cannot be forced on any person with a full workload
Refusal to take overload work cannot result in discipline or an unsatisfactory review
Requires a separate, signed overload workload form

A mid-year alteration to a bargaining unit member’s approved workload to reflect changes in workload duties
Assurance that a bargaining unit member’s actual work is reflected in their annual workloads when that work changes during an academic year
An alternative to accepting overload work is to take off a less important duty and replace it with the overload work
Requires a supervisor’s signature of approval

First, try an open, honest, respectful conversation to clearly illustrate your view and attempt to reach agreement
When discussions don’t work, talk to your Org. VP about filing a complaint
- Complaints are detailed in CBA article 7.3 and must be filed within FIVE DAYS of your supervisor’s written notice imposing a workload
- Complaints are based on ‘substantive academic judgement’ ending with your provost making the final decision
When your supervisor has missed a deadline or failed to follow the workload process, talk with your Org VP about filing a grievance

Contact your Organizational Vice President to talk about it.