INDUSTRIAL INQUIRY COMAUSSION IN THE MATTER OF A DISPUTE BETWEEN: VANGOUVER COMMUNITY COLLEGE (Hereinafter referred to as “the College") AND: VOCATIONAL INSTRUCTORS! ASSOCIATION (Hereinafter referred to as "the Association") Iwas appointed an Industrial Inquiry Commission by the Sinister of Labour on September l6th, 1974, pursuant to Section 122 of the Labour Code of Britisn Columbia Act. The parties were unable to suceestfully revise their collective agreement and a strike ensued, with picketing occurring at several locations, Although the strike was relatively short, it caused considerable disruption to the programmes carried on by the College. At the time of my appointment, the question of whether my recommendations would be binding or not was conditional upon the agreement of the parties, pursuant to sub-section 3. 8 of Section 122 of the Labour Code. The Association agreed that my recommendations should be binding but the College would not agree. As a consequence, the recommendations contained herein sefiect my judgment as to terms and conditions for 3 revised collective agreement and the partics| are free to accept or reject them, or to modify them as they vce fit. Meetiags were held with the parties cn September 23rd and 24th, 1974. Hearings began on September 20th in the City of Vancouver and concluded on Septernber 28th, 1974. Ii should be stressed that my recon:mendations deal caly with the recidual items not egreed to in direct segotiations, The major items agreed to are suminarized in Appendix I. The full measure of charge from the old collective agreement ¢an only be seen by reading my recommendations in conjunction _ with Appendix 1. For convenicnce, I intend to deal with the unresolved items refersed to me under the foliowing headings: Professional Development: (i) Educational Leave Gi) Professional Development Leave _ Work Load and Student Contact-Hours Vacation Allowances - Divisional Chairmen Responsibility Allowances Salary Schedule - Access to Steps 14 and 15 Shift Differentials Duration cf Agreement . Retroactivity Preamble Reimbursement - Two-day "study session" Miscellaneous Items I have made the point on other occasions that labour - management relations have become exceedingly complex in recent years. This dispute is a good example of a bargaining relationship that must attempt to cope, not ' only with the economic and human needs of the employee group, but as well, with tne evolving educational needs of the community served by the College. By and large, decisions involving such a large number of interrelated variables are best made by the partics concerned, They are in the most knowledgeable position to assess the full impact of proposed changes aad to balance the often conflicting needa of the Ccllege, the Association, and the etudent body, Tindhke these observations io explain how beee ray rote asathird party an this dispute, Comptes technical ted by the parties themselves. If issues are best by the processes for joint consultation and decision-ma sir are not working efectavely or have broken duwn con my recommendations should Le designed to strengthen those processes for the future, The best that a third party can do is to indicate the directicen for charge, ba: upon the evidence before me, and to thea rely on the parties tu give effect to the detailed application. The parties have been unable to agree to terms and conditions concerning the granting of leave for educational purposes and for professional developmen At issue is the philosophical Question of whether such leaves should be established as a matter of "“vight" or whether the granting of such leaves should be “discretionary”, dependent upon the needs of the individual instructor and the welfare of the College. The Association's original request was for one month of professional development leave per year for all instructors as a matter of right. Under their request, the time would be spent in a variety of ways (returning to industry, updating course content, establishiny relations with other institutions, etc.) and would be fuily accountsble. This request was sul sequently reduced to a minimum of five days per year for each inetructor, The College has indicated its willingness to provide added funds for this purpose, but insists that clt applications for such leave should be judged on individual mecit, bet with a joint committee ta examine those applications refused.