Yes; All full-time and partial-load members who participate in this job action are protected under the Colleges Collective Bargaining Act (CCBA). The relevant section is:
s.53. (3) The Council, an employer or any person acting on behalf of the Council or an employer shall not,
refuse to employ or to continue to employ or discriminate against a person with regard to employment or any term or condition of employment because the person was or is a member of an employee organization or was or is exercising any right under this Act; impose any condition in a contract of employment or propose the imposition of any condition in a contract of employment that seeks to restrain a person employed by an employer or a person seeking employment by an employer from becoming a member of an employee organization or exercising any right under this Act; seek by intimidation, by threat of dismissal or by any other kind of threat or by the imposition of a pecuniary or any other penalty or by any other means to compel a person employed by an employer to become or refrain from becoming or to continue to be or cease to be a member of an employee organization, or to refrain from exercising any right under this Act.  2008, c. 15, s. 53 (3).
The Local has shared a letter to Humber management regarding what to expect from faculty during this labour dispute. For example:
the withdrawal of union representatives from all union-college committees, such as Union/College Committee, EDI Task Force, Return-to-Work committee, Centre for Human Rights working group, etc. the withdrawal from all voluntary committee work (ie: committees for which no college time has been attributed, and/or for which no compensation has been made to the faculty member. This includes all “working groups”, “meetings” or any other adhoc gatherings by other names) the withdrawal from all committee work involving "union" representatives, except for the Joint Occupational Health & Safety and the Workload Monitoring Group committees no participation in all start-up week activities, including department meetings, recruitment, orientations, etc. restricted availability to regular working hours of all faculty
If you have concerns regarding how work to rule intersects with your obligations under a professional/governing body, feel free to contact us.
The CCBA forbids any employer reprisals on members, including partial-load and probationary members, for participating in any form of strike action, which includes work-to-rule. Should any member – permanent, partial-load, or probationary – experience any pressure, intimidation, actions, or threats of action that you consider punitive because of your participation in bargaining team-coordinated activities, please contact us immediately.