Each month, our advocates answer your questions about workplace challenges, the AD 10 policies, and how they’re applied. Questions? Submit them anonymously here. These questions will be answered in a monthly advocacy corner issue. For an immediate answer, please contact APSA.
Hello, I'm Andrew Boden, APSA's Executive Director and an advocate on our Advocacy Committee. I'm answering your questions this week.
My question is more about the positive aspects of APSA and how it helps me as someone who DOES NOT have any issues with SFU. Where is the professional development portion that is promised with my dues? There is virtually nothing available for me as an APSA member just because my workspace is safe and I have no problems. It's extremely frustrating to think I spend these funds and don't get anything out of it. Extremely Frustrating!
Thank you for your question and for giving us the opportunity to discuss what APSA does for employees who do not have problems in their workplace.
APSA's purpose is outlined in its constitution. An easy way to remember this is that APSA Advocates, Negotiates and Educates for its members.
Advocate: As you've already mentioned, APSA advocates for members whose terms and conditions of employment may have been violated. It takes a lot of skill and effort to come to an agreement when there are employment issues. We have staff who have all been trained to participate in aspects of this specific part of advocating for you, as well as volunteers who act as advocates for the members. Advocacy for one member can have a ripple effect. Through one advocacy issue, the University then agreed to comply with the Employment Standards Act of BC as it relates to overtime compensation, which benefited almost our entire membership and, perhaps, even you. Advocating on your behalf also occurs as a collective. Our president and vice president meet with the senior SFU administration to discuss issues of concern that you and other members may have told the APSA team about, either directly or through a survey.
We represent you to the press on APSA-related concerns. For example, we gave statements on the mass APSA position eliminations in May to the media to help defend the livelihoods of our entire membership.
Finally, you may not need APSA to advocate for you today, but you may need us tomorrow. It's similar to paying insurance. You hope you don't need car insurance, but you pay it just in case.
Negotiate: The benefits of collective bargaining are numerous, and APSA bargains for monetary benefits and compensation with the University on your behalf. This happens regularly. Some of the benefits that we've negotiated recently and which you may be utilizing include:
- A drug pay direct option.
- Adding clinical counsellors and social workers as part of the increased package of psychological service to $2000/year.
- A health spending account of $775 per year.
- Bi-weekly pay options for parental leave instead of the lump sum.
- Two days of cultural leave for Indigenous staff.
This is in addition to the general wage increases that bargaining as a collective body provides our members.
Negotiations aren't only monetary. APSA also represents you at the Joint University/Association Committee, which negotiates non-monetary items on your behalf.
Finally, APSA is also part of the Employee Joint Pension Committee, which is made up of CUPE, PolyParty, and APSA. Should either side want to make changes, the committee negotiates amendments to pensions with the University.
Educate: APSA provides at least 8-10 professional development activities every year, including pivoting these activities to hybrid during the pandemic. We also hosted a member appreciation event last month. If you would like to see something in particular from APSA PD events, please do give us suggestions.
We have an infographic on Where your Dues Go? As you can see, Professional Development is only 9% of the dues you pay.
If you have any specific questions or concerns about your terms and conditions of employment, please contact APSA. Your call or email is confidential.