Know Your Rights: You Don’t Have to Say Yes

At Camosun College, faculty members are protected by a legally binding collective agreement between the CCFA (Camosun College Faculty Association) and the employer. One of the key features of this agreement is that no faculty member can be required to accept changes to their workload, evaluations, or other terms of their employment without their explicit agreement. This might seem obvious, but in practice, we often find ourselves in situations where “suggestions” or “requests” from supervisors feel more like directives.

So here’s the bottom line: you have the right to say no, or at least, not say yes until you’ve had time to reflect, seek advice, and—if needed—consult your union.

What Kinds of Changes Are We Talking About?

Some examples of changes that require your agreement include:

• A shift in your teaching assignment (e.g., being moved from one course or campus to another)
• A change in your mode of delivery (e.g., being asked to teach online instead of in-person)
• Revisions or comments on a performance appraisal or evaluation process (especially for faculty who submit their self-reflection prior to receiving student feedback)
• Modifications to non-teaching duties or additional committee work
• Changes in your percentage of release as a chair without a corresponding reduction in your overall workload

Even well-meaning suggestions can have implications, so it’s important to treat these moments with care.

Verbal Discussions Aren’t Binding—but They Do Matter

Often, these issues come up in verbal meetings or casual conversations. And while these discussions aren’t “official” in the legal sense, what gets said (and how it’s understood) can matter a great deal if a dispute or grievance arises later.

That’s why we strongly recommend that after any meeting with your supervisor where employment-related matters are discussed, you send a follow-up email confirming your understanding of what was said. This creates a written record, which can be invaluable in the event of a misunderstanding or a formal grievance.

What Should a Post-Meeting Email Look Like?

Here’s a simple template you can adapt:

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Subject: Follow-up on our meeting today

Hi [Dean or Directors’ Name],

Thanks for taking the time to meet today. I just wanted to confirm my understanding of our conversation:

• [Summarize the key points or proposals discussed]
• [Note anything you agreed to—or didn’t agree to]
• [Indicate if you’re still considering something or plan to follow up]

Please let me know if I’ve misunderstood anything.

Best,
[Your Name]

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This kind of email does a few important things:

• It establishes a paper trail showing that you did not agree to anything unless clearly stated
• It allows your exempt workplace leader supervisor to clarify if there’s any confusion
• It shows that you are engaging professionally and in good faith

When in Doubt, Call the Union

Remember, when you are directly instructed to do something by your workplace leader, you should comply—but your compliance does not equal your agreement! If you’re feeling unsure about something you’ve been asked to do—or if a conversation has left you unsettled—don’t hesitate to reach out to the CCFA. We’re here to help you navigate your rights and support you if things escalate.

You don’t have to go it alone, and you don’t have to say yes on the spot.

Your collective agreement protects you, and so do we.