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The Workload Committee is responsible for ensuring that the Unit Workload Document clearly demonstrates how work in the Unit is to be equitably distributed among Members and how resources are to be allocated to support Members’ work, consistent with the operating obligations of the Unit.  The Unit shall vote each year to determine whether the workload document should be reviewed: it must be reviewed every three years or on the request of the dean.

The Committee membership is determined in accordance with the Workload Article in the UWOFA Collective Agreement, which requires the representation of the range of teaching carried out in the unit.  Committees benefit by welcoming a broad representation of perspectives (related to discipline, culture, gender, etc.).  A strong pro-diversity department/faculty culture and a broad pool of nominees can assist in achieving the election of a broad representation of individuals on the committee.

Every member of the committee must attend training on the work of the committee.

Employment equity involves ensuring that systemic barriers do not exist at any stage of the process. The University’s mandate is to make its processes as equitable and inclusive as possible to everyone.  Deans, the Chief Librarian, Chairs/ Directors, Library Directors and Heads, Supervisors and Committee members share the responsibility for ensuring sound and equitable practices are followed during the process. It is the responsibility of all parties to set the proper tone so that the employment equity climate prevails throughout the proceedings.

The Collective Agreements contain the appropriate governing conditions upon which decisions on Workload are based. It is important that committees and persons undertaking these processes familiarize themselves with the requirements of the relevant Article and ensure that any recommendation made by them will meet the test of fairness and equity.

Obligations of All Committee Members

• Committee members must take care to ensure that appropriate equity, diversity and inclusion-related considerations are applied in making determinations.
• Avoid situations where there could be a perception of bias. Committee members are encouraged to review the UWOFA Collective Agreement Article on Conflict of Interest and Conflict of Commitment as well as the University Senate Policy on Conflicts of Interest  to better understand when and/or whether an actual or apparent conflict may need to be declared. 
• If you have concerns that the Committee is not providing an equitable process, raise your concerns immediately with the Committee Chair, Faculty Relations and/or Office of Equity, Diversity and Inclusion.

Obligations of the Committee Chair

• At the first meeting, review the online Employment Equity Guide and UWOFA Collective Agreement Ensure that Committee members understand the responsibility of ensuring an equitable process.
• Avoid situations where there could be a perception of bias. Committee members are encouraged to review the Article on Conflict of Interest and Conflict of Commitment to better understand when and/or whether an actual or apparent conflict may need to be declared.
• Set the proper tone so that the Employment Equity climate prevails throughout the proceedings. The Chair may want to highlight points from this guide and invite the Committee members to hold them accountable to facilitate an equitable and respectful environment.
• Ensure that each Committee member’s opinion is welcomed, respected and considered.
• Committee members must take care to ensure that appropriate culture, gender and disability considerations are applied in considering Workload.

Unless otherwise agreed to in a Letter of Appointment, and subject to the provisions of Clause 4 of the Workload Article, the Workload associated with the teaching of a particular University degree credit course shall be equivalent for both Full- Time and Part-Time Members.

Under the LOU – Indigenous Faculty Members, the Workload committee must consider any concerns of Indigenous Scholars and ensure their concerns are addressed in the Workload document.

The following contacts and resources may be useful for obtaining further information on the issues discussed in the document:

Office of Equity, Diversity & Inclusion

e-mail: edi@uwo.ca

phone: 519-661-3334

Faculty Relations

email: aaofr@uwo.ca

phone: 519-661-2111 extension 83113

Faculty Association

e-mail: uwofa@uwo.ca

phone: 519-661-3016

Faculty Recruitment and Retention

phone: (519) 661-2111 extension 84366

Centre for Teaching and Learning

email: ctl@uwo.ca

phone: (519) 661-2111 extension 80346

Human Rights Office

e-mail: humanrights@uwo.ca

phone: 519-661-3334

Ontario Human Rights Commission

Employment and Social Development Canada

Canadian Charter of Rights and Freedoms, Section 15, Equality Rights