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               A M A L G A M A T I O N   B U L L E T I N
                        No. 10 - Jan. 7, 1997

To:    All Members of the Technical University of Nova Scotia
       and Dalhousie University

From:  Presidents Ted Rhodes and Tom Traves

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We wish to advise you that Dalhousie and the Technical University of Nova
Scotia (TUNS) are now making application to the Labour Relations Board
under Section 31 of the Trade Union Act.

This is a logical and usual next step following the passage of amalgamation
legislation. The Dalhousie/Technical University of Nova Scotia Amalgamation
Act provides for the Labour Relations Board's role in resolving
expeditiously any labour relations matters arising from the amalgamation.

As a result of the amalgamation on April 1, 1997, Dalhousie University will
be bound by collective agreements entered into between it (as Dalhousie
College and University, and as TUNS) and the unions which now have
representation rights at either university.

There are now eight bargaining units: two represent full-time and regular
part-time faculty (TUNSFA and DFA); five represent support staff (IUOE
Local 968, IUOE Local 968B, CUPE Local 1392, NSGEU Local 53A and NSGEU
Local 77 (DSA); and one represents part-time faculty and teaching
assistants (CUPE 3912).

These bargaining units have been established individually and gradually
over the past 35 years. Consequently, the bargaining structure is
significantly different within Dalhousie and TUNS. Dalhousie's structure in
particular, given the number of bargaining units, is probably not
reflective of the structure which would be adopted by the Labour Relations
Board today.

The amalgamation will lead to the intermingling of employees and work
activities which are represented by several different bargaining agents and
regulated by different collective agreements. While these collective
agreements will be respected until their expiry, a determination has to be
made about how the various bargaining units should be integrated and which
will represent the University's employees after amalgamation. The Labour
Relations Board will actually determine the future bargaining unit
structure, and it will determine the appropriate bargaining agents.

The universities' preference is that the number of bargaining units should
be streamlined significantly. Instead of eight bargaining units, we have
proposed in our application that there be three to represent:

*    all full-time and part-time (50 per cent or more) faculty who are
currently unionized (approximately 750 members);

*    all full-time and regular part-time support staff who perform
technical, trade, operating engineer, maintenance, custodial, security,
clerical, non-professional library and other non-academic duties, and who
are currently unionized (approximately 1,100 members);

*    part-time faculty and teaching assistants at Dalhousie who are
currently unionized (approximately 800 members).

These three units would encompass all employees who are unionized and
should provide an efficient labour relations structure for the University.

The universities have proposed that all positions at either university,
which are currently not included in a bargaining unit, will remain
non-union positions.

If some non-union employees are included in a bargaining unit by the Labour
Relations Board, it is proposed that such employees should receive
seniority credits, where seniority applies, equal to their total employment
service at either university. It is also proposed that their seniority
would be dovetailed with the seniority of other employees in the applicable
bargaining unit.

Discussions have begun with union representatives on a range of transition
matters, some of which will ultimately be resolved through collective
bargaining when new collective agreements can be negotiated. In the
interim, however, transition arrangements will be required, until new
collective agreements are negotiated, for matters such as:

*    the assignment of employees across existing bargaining unit lines;

*    assignment to other work locations;

*    scheduling according to work location norms;

*    job posting across existing bargaining unit lines and the handling of
job vacancies.

We will continue to explore these matters with a view to reaching agreement
on how they would be best handled so that amalgamation can be achieved as
amicably and efficiently as possible. In the event that agreement on some
matters is not achieved, we will ask the Labour Relations Board to decide
those matters.

In the meantime, below are some answers to a few questions you may have
about the implications of these developments.


President Ted Rhodes                    President Tom Traves
Technical University of                 Dalhousie University
Nova Scotia


Questions and Answers
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Q:    I am a member of the non-academic staff. Will the number of hours I
work be subject to change if I am assigned to a new work location on either
the TUNS or Dalhousie campus?

A:    There will be no change to the total number of hours worked, as a
result of the transition arrangements that may be made to facilitate
amalgamation.



Q:    Will my rate of pay change if I perform my existing job but move to a
new location on the Dalhousie or TUNS campus?

A:    No. Compensation, benefits and total hours of work will continue as
specified in existing collective agreements, until they are renegotiated
following the expiry of the Public Sector Compensation Act.



Q:    Will my insured benefits coverage change on April 1, 1997?

A:    No. Again, insured benefits are specified in existing collective
agreements. They will not change before the next round of collective
bargaining, following the expiry of the Public Sector Compensation Act.



Q:    I am currently an employee of TUNS and a member of the Public Service
Superannuation Plan (PSSP). When do I have to make a decision about whether
I want to participate in the Dalhousie University Staff Pension Plan or to
continue to belong to the PSSP for future service?

A:    As specified in the Amalgamation Legislation (reproduced in Bulletin
No. 9, Dec. 18, 1996), after March 31, 1998, employees of the amalgamated
university who are members of the PSSP will continue to be members of the
PSSP unless they elect, in writing, by March 31, 1998, to become members of
the Dalhousie plan.