Common use of Research Leaves Clause in Contracts

Research Leaves. In each year of the collective agreement 2020-2021, 2021-2022, and 2022-2023 an annual Research Leave Fund will be maintained at a value of the equivalent of 9 type 1 positions to provide up to three Research Leaves in each of those contract years for employees meeting the eligibility criteria for the Affirmative Action (“Conversion”) Pool. For one of the Research Leaves starting in 2012-13 priority will be given to assist an employee in the completion of their PhD. In addition to the above the Employer will award a Research Leave open to all members of the bargaining unit. Employees receiving a Research Leave may teach up to a maximum of 1 type 1 position or its equivalent during the leave. Applications will be reviewed on a competitive basis by the Research Leave Adjudicating Committee, consisting of three full- time faculty members, including a designate of the Associate Vice-President Research, and a supporting Committee secretary. There will also be a non-voting CUPE 3903 participant/observer on the Committee. Research Leave applications shall consist of the following: (a) a description of the proposed project; (b) a statement of the scholarly/creative significance of the project and relationship of the project to the applicant’s area(s) of scholarship/creative endeavours and, if relevant, areas of teaching; (c) a statement of the timelines involved in the completion of the project; (d) an updated curriculum vitae, including a statement of current areas of research specialization; (e) a copy of the final report submitted on completion of previous research leave, if applicable. Employees awarded a Research Leave shall submit a final report following completion of the leave, summarizing the work completed on the leave. Submission of a final report is required to be eligible for a subsequent Research Leave. Over the three years a minimum of 1/3 of the awards among the applicants otherwise assessed as meriting an award will be made to applicants who self- identify as a member of one or more of the designated employment equity groups. In the event that the number of applicants assessed as meriting an award does not allow for 1/3 of the awards to be made to applicants who have self-identified as a member of one more of the designated employment equity groups the Research Leave Adjudicating Committee will so report to the Joint Labour Management Committee on an annual basis. The Research Leave Adjudicating Committee shall submit a written report on the activities of the Committee to the Labour/Management Committee.

Research Leaves. In each year V.3.1 A member who has agreed to teach a course under VIII.6 may submit a written request to the Xxxx (copy to the Chair) to bank a course release in lieu of the collective agreement 2020-2021, 2021-2022, and 2022-2023 an annual Research Leave Fund per course remuneration. Banking will be maintained at a value of the equivalent of 9 type 1 positions to provide up to three Research Leaves in each of those contract years for employees meeting the eligibility criteria for the Affirmative Action (“Conversion”) Pool. For one of the Research Leaves starting in 2012-13 priority will be given to assist an employee in the completion of their PhD. In addition to the above the Employer will award a Research Leave open to all members of the bargaining unit. Employees receiving a Research Leave may teach up permitted to a maximum of 1 type 1 position or its equivalent during three (3) course releases. Use of banked course releases, in order to facilitate identified research projects, shall be subject to the leave. Applications will following conditions: (i) a member's proposal for specific course releases must be reviewed on a competitive basis submitted in writing to the Xxxx (copy to the Chair) by October 15th of the academic year prior to the academic year for which the course releases are requested; (ii) the proposed course releases must be supported by the Research Leave Adjudicating Committee, consisting of three full- time faculty members, including a designate of member's Department Committee and the Associate Vice-President Researchmember’s Chair and approved by the Xxxx; (iii) the departmental recommendation must consider proposals for course releases in relation to its sabbatical plan (see V.2.5.1 to V.2.5.3), and a supporting Committee secretary. There will also approved course releases shall be a non-voting CUPE 3903 participant/observer appropriately noted on the Committeesabbatical plan; (iv) three (3) banked courses are required for a full research leave, one and one-half (1.5) courses are required for a half research leave; (v) the research project for research leave under V.3 must be evaluated and approved by the appropriate internal Committee on Research (e.g. NSERC or SSHRC) based on the prospect of successful completion, and the report on the research must be submitted to the appropriate internal Committee on Research within three (3) months of return to teaching duties; (vi) support or approval for proposed course releases shall not be unreasonably withheld; (vii) during a research leave, members are still required to undertake their normal duties, with the exception of their teaching duties, including: academic advising, departmental/program committee work, and other university service with the exceptions noted in VIII.7.2; (viii) if the appropriate internal Committee on Research is not satisfied with such an application for research leave, it may deny a research leave application. Research Leave applications In such cases, the following shall consist of the followingprevail: (a) a description The Vice President of Research shall inform the member of the proposed projectdenial and the reasons; (b) a statement The Vice President of Research shall invite the scholarly/creative significance member to respond within two (2) weeks. The response must be in writing and must contain whatever supporting evidence the member deems pertinent. The Vice President of Research shall convey the project and relationship of the project member’s response to the applicant’s area(s) of scholarship/creative endeavours and, if relevant, areas of teachingappropriate internal Committee on Research; (c) a statement After considering the member's response, the appropriate internal Committee on Research shall advise the Vice President of Research, copied to the timelines involved in Xxxx, either that the completion of denial should be upheld, or that the projectleave should not be denied; (d) an updated curriculum vitaeA member denied a research leave after the above procedure will receive a lump sum payment, including a statement less deductions required by law, equivalent to the value of current areas of research specialization;the member's banked course release(s). (eix) a copy course releases which are banked in this fashion shall not be the basis for any claim to compensation upon termination of the final report submitted on completion of previous research leave, if applicable. Employees awarded a Research Leave shall submit a final report following completion of the leave, summarizing the work completed on the leave. Submission of a final report is required to be eligible for a subsequent Research Leave. Over the three years a minimum of 1/3 of the awards among the applicants otherwise assessed as meriting an award will be made to applicants who self- identify as a member of one employment or more of the designated employment equity groups. In the event that the number of applicants assessed as meriting an award does not allow for 1/3 of the awards to be made to applicants who have self-identified as a member of one more of the designated employment equity groups the Research Leave Adjudicating Committee will so report to the Joint Labour Management Committee on an annual basis. The Research Leave Adjudicating Committee shall submit a written report on the activities of the Committee to the Labour/Management Committeeotherwise.

Research Leaves. In each year of the collective agreement 2020-2021, 2021-2022, and 2022-2023 an annual Research Leave Fund will be maintained at a value of the equivalent of 9 type 1 positions to provide up to three Research Leaves in each of those contract years for employees meeting the eligibility criteria for the Affirmative Action (“Conversion”) Pool. For one of the Research Leaves starting in 2012-13 priority will be given to assist an employee in the completion of their PhD. In addition to the above the Employer will award a Research Leave open to all members of the bargaining unit. Employees receiving a Research Leave may teach up to a maximum of 1 type 1 position or its equivalent during the leave. Applications will be reviewed on a competitive basis by the Research Leave Adjudicating Committee, consisting of three full- full-time faculty members, including a designate of the Associate Vice-Vice- President Research, and a supporting Committee secretary. There will also be a non-voting CUPE 3903 participant/observer on the Committee. Research Leave applications shall consist of the following: (a) a description of the proposed project; (b) a statement of the scholarly/creative significance of the project and relationship of the project to the applicant’s area(s) of scholarship/creative endeavours and, if relevant, areas of teaching; (c) a statement of the timelines involved in the completion of the project; (d) an updated curriculum vitae, including a statement of current areas of research specialization; (e) a copy of the final report submitted on completion of previous research leave, if applicable. Employees awarded a Research Leave shall submit a final report following completion of the leave, summarizing the work completed on the leave. Submission of a final report is required to be eligible for a subsequent Research Leave. Over the three years a minimum of 1/3 of the awards among the applicants otherwise assessed as meriting an award will be made to applicants who self- self-identify as a member of one or more of the designated employment equity groups. In the event that the number of applicants assessed as meriting an award does not allow for 1/3 of the awards to be made to applicants who have self-identified as a member of one more of the designated employment equity groups the Research Leave Adjudicating Committee will so report to the Joint Labour Management Committee on an annual basis. The Research Leave Adjudicating Committee shall submit a written report on the activities of the Committee to the Labour/Management Committee.

Research Leaves. In each year of the collective agreement 20202014-20212015, 20212015-2022, 2016 and 20222016-2023 2017 an annual Research Leave Fund will be maintained at a value of the equivalent of 9 type 1 positions to provide up to three Research Leaves in each of those contract years for employees meeting the eligibility criteria for the Affirmative Action (“Conversion”) Pool. For one of the Research Leaves starting in 2012-13 priority will be given to assist an employee in the completion of their PhD. In addition to the above the Employer will award a Research Leave open to all members of the bargaining unit. .. Employees receiving a Research Leave may teach up to a maximum of 1 type 1 position or its equivalent during the leave. Applications will be reviewed on a competitive basis by the Research Leave Adjudicating Committee, consisting of three full- full-time faculty members, including a designate of the Associate Vice-President Research, and a supporting Committee secretary. There will also be a non-voting CUPE 3903 participant/observer on the Committee. Research Leave applications shall consist of the following: (a) a description of the proposed project; (b) a statement of the scholarly/creative significance of the project and relationship of the project to the applicant’s area(s) of scholarship/creative endeavours and, if relevant, areas of teaching; (c) a statement of the timelines involved in the completion of the project; (d) an updated curriculum vitae, including a statement of current areas of research specialization; (e) a copy of the final report submitted on completion of previous research leave, if applicable. Employees awarded a Research Leave shall submit a final report following completion of the leave, summarizing the work completed on the leave. Submission of a final report is required to be eligible for a subsequent Research Leave. Over the three years a minimum of 1/3 of the awards among the applicants otherwise assessed as meriting an award will be made to applicants who self- identify as a member of one or more of the designated employment equity groups. In the event that the number of applicants assessed as meriting an award does not allow for 1/3 of the awards to be made to applicants who have self-identified as a member of one more of the designated employment equity groups the Research Leave Adjudicating Committee will so report to the Joint Labour Management Committee on an annual basis. The Research Leave Adjudicating Committee shall submit a written report on the activities of the Committee to the Labour/Management Committee.

Research Leaves. In each year of the collective agreement 2020-2021, 2021-2022, and 2022-2023 an annual Research Leave Fund will be maintained at a value of the equivalent of 9 type 1 positions to provide up to three Research Leaves in each of those contract years for employees meeting the eligibility criteria for the Affirmative Action (“Conversion”) Pool. For one of the Research Leaves starting in 2012-13 priority will be given to assist an employee in the completion of their PhD. In addition to the above the Employer will award a Research Leave open to all members of the bargaining unit. Employees receiving a Research Leave may teach up to a maximum of 1 type 1 position or its equivalent during the leave. Applications will be reviewed on a competitive basis by the Research Leave Adjudicating Committee, consisting of three full- full-time faculty members, including a designate of the Associate Vice-Vice- President Research, and a supporting Committee secretary. There will also be a non-voting CUPE 3903 participant/observer on the Committee. Research Leave applications shall consist of the following: (a) a description of the proposed project; (b) a statement of the scholarly/creative significance of the project and relationship of the project to the applicant’s area(s) of scholarship/creative endeavours and, if relevant, areas of teaching; (c) a statement of the timelines involved in the completion of the project; (d) an updated curriculum vitae, including a statement of current areas of research specialization; (e) a copy of the final report submitted on completion of previous research leave, if applicable. Employees awarded a Research Leave shall submit a final report following completion of the leave, summarizing the work completed on the leave. Submission of a final report is required to be eligible for a subsequent Research Leave. Over the three years a minimum of 1/3 of the awards among the applicants otherwise assessed as meriting an award will be made to applicants who self- identify as a member of one or more of the designated employment equity groups. In the event that the number of applicants assessed as meriting an award does not allow for 1/3 of the awards to be made to applicants who have self-identified as a member of one more of the designated employment equity groups the Research Leave Adjudicating Committee will so report to the Joint Labour Management Committee on an annual basis. The Research Leave Adjudicating Committee shall submit a written report on the activities of the Committee to the Labour/Management Committee.