Appointments are offered as an incentive to enrollment or awarded by the Department Chair among qualified students that have applied. Qualified candidates must be in good academic standing and not charged with academic misconduct.

Independent undergraduate students may be ineligible as they do not have any departmental affiliation; most Teaching Assistantships are administered through departments.

First, submit a written request in the manner requested by the department along with a current curriculum vitae (CV), at least one (1) month prior to the beginning of an academic term. Late applications may not be considered after a given deadline.

Each department at Concordia is required to advertise postings within their unit expected to be available, after those awarded to students as incentive or bursary. These postings are encouraged to be made viewable before the beginning of a given posting’s Term. The posting will state the course for which the appointment is available and the requirements for the appointment. The posting period shall be ten (10) days. Should an appointment become available after the beginning of the academic term, the department may decide to post or may select a candidate amongst the students meeting the requirements who have submitted their application, as mentioned above.

How an available posting is advertised and who is chosen for the contract will vary based on the department. TRAC strongly recommends that candidates communicate directly with a given department for inquiries regarding available or upcoming TA/RA work. 

Before signing a contract

If you are assigned a contract, meet first with your supervisor to fill out a workload form. This workload form lists which tasks you are given for your contract, and the number of hours given for these tasks. Once you and your supervisor agree on the details of your workload form, you will both sign it. Any modification to this form will require the signed consent of both parties again. Once this document is signed, both parties shall proceed to the signing of an employment contract. According to Article 15.06 of the Collective Agreement “The Employer shall determine the hours of work allocated to a contract taking into account preparation time, contact hours in the lab, classroom or office, and marking time.”

Signing an employment contract

Your contract with Concordia is legally binding. The Employee is required to complete the work agreed upon in the workload form for the duration of the contract. Work shall not be assigned before an employment contract is signed by the student, supervisor and department chair. As per Article 15.07 - “^the University shall inform a Member of the duties to be performed and the hours of work prior to signing a contract. All contracts shall be signed before the work begins.” Be sure to check the start and end dates of the contract. It is the responsibility of your supervisor to assign work within the contract dates. You are not required to work outside of the contract dates. Any hours that remain after the end of a contract shall be considered completed. Supervisors cannot ask that the remaining work hours be completed after a contract expires. Immediately after a contract is signed, the Employee shall be presented with a TRAC membership form.

During the contract period

TRAC strongly recommends that all work hours be recorded and communicated to the Employer. A work log form can be found here. Tracking work hours ensures that work is done within the pre-agreed capacity of your workload form. Should the hours you work not correspond with what is on your workload form (for example, you are reaching the limit of your assigned hours before the end of the contract), Employees should communicate with the supervisor to revise the workload form. If extra hours are allocated as a result of revisions, a supplemental employment contract shall be signed. TRAC members are not to be issued payment via timesheets.

You are to be paid no later than one (1) month after signing a contract. If you are experiencing delays in payment, please contact TRAC’s Grievance Officer.

All work must be done under contract, and you have the right to refuse additional work. If you are at risk of using up all assigned hours of a contract before it is completed, and you wish to continue doing the work, notify the Employer immediately and ask that a new contract be signed to compensate for the extra hours you require. TRAC strongly encourages our members to track their hours with work log forms found here, to document their work, and to be in regular communication with the Employer contract period. If required, this will all help document the need for a new contract. You are not required to continue working if you do not receive a new contract. If you are being pressured into working without a contract, contact TRAC’s Grievance Officer.

Teaching Assistant (TA) tasks may include in-class presentations and laboratory demonstrations, leading discussions, assigning and grading work, holding office hours, and communicating with students via email. Markers are expected to grade assignments under the direction of the professor; email and office hours are sometimes expected but contact with students is minimal.

Currently, the Employer (Concordia University) has instituted a policy whereby if more than 10% of a TA’s tasks are allocated to marking, a separate contract may be issued for the marking portion. Thus, Teaching Assistants may be asked to sign a supplemental Marker contract and paid the Marker rate as per Article 15.05 (“Marking duties may be the object of separate marker contracts.”)

After signing a contract, any TA, RA or Marker shall be presented with a Union Membership Form. The form will be sent to the TRAC office and the Employee shall henceforth be considered an active member for 365 days. Please note, If the Employee refuses to complete the union membership form, they are still a union member, entitled to use TRAC services. However, they will not be considered “active” and shall not be allowed to vote in general assemblies or elections. All union members are obligated to pay union dues of 1.7% of wages earned. Failure to sign the union membership form does not release the Employee from this obligation, according to the Rand Formulain Canadian Labour Law. TRAC encourages all members to sign Union Membership Forms and actively participate in union activities. Above all, democratic participation, transparency and accountability are the foundation of a healthy union.

Our members do not have current coverage through their workplace. Students can access insurance plans through the CSU, GSA or Blue Cross (for international students).

Yes, you can request a leave of absence. There are several types of leaves of absence covered under the Collective Agreement, including travelling to academic conferences and preparation for comprehensive exams, for example.

Academic Leave

A Member who is requested to attend an academic conference by their academic supervisor shall be granted a leave of absence without pay to participate. If alternative work arrangements can be made with the course supervisor such leave shall be paid leave.

A Member may, at least two weeks ahead of time, request leave to prepare for a comprehensive examination, or the defence of a proposal, thesis or research report as part of her/his academic training. Subject to agreement with his course supervisor, such leave may be granted without pay for up to one (1) week. If alternative work arrangements can be made with the course supervisor such leave shall be paid leave.

Leave to attend the birth or adoption of a child

A Member may be absent from work for five (5) days at the birth of their child, the adoption of a child or where there is a termination of pregnancy in or after the twentieth (20th) week of pregnancy. The first two (2) days of absence are without loss of pay if the Member is credited with sixty (60) days of uninterrupted service.

A Member must advise their course supervisor of their absence as soon as possible.

Adoption, Maternity, Parental and Paternity Leave

The Employer shall conform with the Quebec Act respecting Labour standards in all matters related to Adoption, Maternity, Parental and Paternity Leave.

See: http://www.cnt.gouv.qc.ca/en/all-standards/index.html.

Bereavement Leave

In the event of the death of a Member’s spouse, child, their spouse’s child, or their father, mother, brother or sister the member may be absent from work for up to five (5) consecutive days, one of which will be without loss of pay.

If a Member must travel outside Quebec, they can be away for a longer period after reaching an agreement with their course supervisor.

A Member can be away from work for one (1) day without pay for the death or funeral of a son-in-law, daughter-in-law, one of their grandparents or one of their grandchildren, and the father, mother, brother or sister of their spouse.

Jury Duty

A Member shall be granted leave of absence without pay for the periods where they are required to serve as a juror.

Cancellation of a contract

Article 16.09 of the current Collective Agreement stipulates, “When the Employer cancels a contract for an administrative reason, the Employer shall, at its discretion, either offer the Employee an equivalent appointment or pay the Employee fifteen percent (15%) of the total hours of the contract that was cancelled in lieu of notice. The Employee cannot refuse such appointment.”

If you have had a contract terminated, be sure to reach out to TRAC’s Grievance Officer, as what constitutes an “administrative reason” may require clarification.

Dismissal and Discipline

You cannot be fired or dismissed without first being issued verbal and written warnings. You are allowed to have a TRAC representative present at any disciplinary hearing. – Article 14.01.

No disciplinary measures shall be imposed without just and sufficient cause, of which the burden of proof rests with the Employer – Article 14.03

The first step is to contact TRAC. They will take the time to listen and explain what options are available to you. Together, you will decide how to move forward with your case. This process is always free and confidential. Keeping us informed also helps us understand what is happening in the different workplaces at the University.

A grievance is a formal complaint lodged by your Union against the University. The grievance may be generalized, referring to all workers’ rights (no payments are being issued, for example). They can also be individual grievances that currently affect only yourself. A grievance is carefully prepared to explain the current situation, as well as what solutions you are seeking to settle the case. In the case of an individual grievance, the Grievance Officer and Union Representative will take the time to identify the damages and reparations requested. This process is always free and confidential.

A grievance must be filed no later than 20 business days after becoming aware of the problem, or no later than 40 days after the incident has occurred. You should file a grievance if you are not able to resolve an issue and wish to have the Union intervene. It is always best to notify your Union of any workplace conflict so that we can assess and assist if necessary. Keeping us informed also helps us understand what is happening in the different workplaces at the university, even if you do not wish to file a grievance.

Grievance Form