The pension plans for institutions of higher learning are typically Defined Benefit Plans, which is to say that the employer institution's contributions to the Plan must be sufficient to support defined pension benefits for its retired employees. This is in distinction to Defined Contribution Plans, which are much more common in the private sector. In Defined Contribution Plans, the contributions of the employer are fixed, and the ultimate benefits payable to retired employees is dependent on the success of the Plan in investing the contributions made to it.

In the February 2009 issue of Campus Counsel, we published an article exploring the growth of cloud computing, and considering some of the many issues related to the adoption and use of cloud computing technologies by higher learning institutions.

The article noted that Lakehead University was an early adopter of cloud technologies in the educational setting. In late 2006, Lakehead decided to move its staff and students from an internally-managed Microsoft Exchange platform to a cloud-based email, calendar and communications platform managed by Google, Inc.

In response, the Lakehead University Faculty Association grieved the decision, claiming that the move to an externally managed service operated by a U.S.-based company impugned the faculty's right to privacy in their personal and professional communications, which right was protected by the faculty's collective agreement with the institution.