Confidential support for faculty

The Academic Freedom & Tenure Committee (AF&T, for short) helps faculty members having problems involving University policy or the Memorandum of Agreement (MoA), or other concerns related to your conditions of employment.

If you have a concern with the content of a policy, rather than with its application, please contact a member of the Board of Directors.

How it works

Start by contacting Lori Curtis, AF&T Committee chair, to discuss your concern. (Alternatively, you can contact Katie Damphouse, our Academic Freedom & Tenure and Policy Officer; or Erin Windibank, our Executive Manager.)

If they can't address your issue right away, they will assign a committee member to help. They will be from a Faculty other than your own so you can feel confident in their ability to meet, if necessary, with your chair or dean without discomfort or conflict.

Where issues beyond the committee's expertise arise, they have access to the resources of the Canadian Association of University Teachers (CAUT).

Confidentiality

All contact made with AF&T is strictly confidential. No issue will be taken further than you want or information shared without your permission.

Academic colleagues

Some policies allow for an "academic colleague" to accompany faculty through particular processes (e.g. tenure). AF&T committee members often fill this role.

Member-to-member conflicts

In cases involving two faculty members both represented by FAUW, both members are entitled to support and will be assigned separate committee members.

Resources

The committee runs an annual series of workshops on the promotion and tenure process, the slides from which are available online.

Our Faculty Guide includes insight and advice based on years of advising faculty members.

Things we can help with

  • renewal of appointments
  • tenure and promotion applications
  • academic misconduct & research ethics concerns
  • annual evaluation concerns
  • discipline & letters of reprimand
  • governance
  • harassment
  • intellectual property
  • member-member disputes
  • sabbatical, medical, parental and other leaves
  • salary anomalies
  • disability accommodation (broadly interpreted)