63.1 The Parties recognize the value of a stable and predictable salary structure that provides a fair and competitive system of compensation to Members as a means of maintaining excellence within the University.
63.2 All Members with Limited-Term Appointments, including all Limited-Term Librarian Members, are eligible to receive any Basic Adjustment and the Career Progress Increment.
63.3 Starting salaries are individually negotiated.
63.4 Nothing precludes a salary offer above the level of the salary floor for the rank in question.
63.5 The salary floors for the ranks, at July 1, 2014, are as follows:
|Assistant Teaching Professor||$73,000|
|Associate Teaching Professor||$84,000|
63.6 Salary floors will increase effective July 1 for each year of this agreement by the total amount of the Basic Adjustment that has occurred during the preceding Academic Year as set out in section 63.9.
63.7 Salaries are adjusted effective July 1 each year, unless otherwise agreed to in the Collective Agreement. Basic adjustments scheduled to take effect on May 1 will be applied on May 1.
63.8 The types of annual salary adjustments are:
63.8.1 annual basic adjustment;
63.8.2 career progress increment (CPI);
63.8.3 merit increment (MI); and
63.8.4 any other adjustment designated in the Collective Agreement.
Allocation of Salary Adjustments
63.9 The basic adjustment is an across-the-board adjustment and is not related to the evaluation of performance. The value of any annual basic adjustment for each year shall be as follows:
July 1, 2014 = 0%
July 1, 2015 = 1%
May 1, 2016 = 0% plus ESD; July 1, 2016 = 0.5%
May 1, 2017 = 1% plus ESD; July 1, 2017 = 0.5%
May 1, 2018 = 1% plus ESD; July 1, 2018 = 0.5%
May 1, 2019 = 1% plus ESD
63.10 The Economic Stability Dividend (ESD) denotes a formula by which employees receive general wage increases equal to half of any percentage gain in real GDP above the Economic Forecast Council’s forecast. Details of how the ESD is computed are contained in the MOU attached to this Agreement as Appendix A.
63.11 In 2015 and 2016, there will be additional compensation which will make additions to base salary for Members of approximately 1.44% of the salary base as reported to PSEC for an approximate total adjustment of 2.88% adjustment (including benefits) on the salary base reported to PSEC. This adjustment (the DPA) will be differentiated on the basis of merit and rank and will be calculated for each Member in accordance with the formula agreed to in the MOU attached as Appendix A to this Agreement.
63.12 A CPI recognizes career progress of a Member whose performance is judged to have satisfied the expected standard of career progress in the period of review. MIs serve to recognize increasing levels of meritorious performance. The maximum number of MIs that may be awarded to a Member in one year is four. The value of a CPI and MI for Members in each year of this term will be as follows:
|Year of contract||Faculty CPI||Faculty MI||Librarian CPI||Librarian MI|
63.13 At the end of the Agreement term, the CPI will revert to the 2015/16 level for both Faculty Members and Librarians, subject to renegotiation for the new Agreement.
63.14 Before a Dean or the University Librarian forwards to the Vice-President Academic and Provost biennial salary recommendations that would result in a CPI not being awarded to the Member, the Member will be given a written statement of the reasons for not awarding the CPI and be given an opportunity to discuss that statement with the Dean (in the case of a Faculty Member) or the University Librarian (in the case of a Librarian).
63.15 MIs are available only to Members who receive a CPI. All Members receiving a CPI will receive 0.0, 0.5, 1.0, 1.5, 2.0, 2.5, 3.0, 3.5, or 4.0 MIs. Any score of 0.0 or 0.5 requires the Chair to write to the Member, explaining the reasons behind the decision.
63.16 For the purpose of this section, “unit” means:
63.16.1 a Faculty;
63.16.2 the Division of Medical Sciences;
63.16.3 the Libraries; and
63.16.4 Academic Administrators.
63.17 Subject to section 63.19, MIs must be distributed among the Members in a unit, other than Chairs and those Members who receive an automatic 2 MI in accordance with section 19.39, such that at least 15% of Members in the unit, rounded down to the nearest whole number, fall within each of the following categories:
63.17.1 0.0, 0.5, or 1.0 MIs;
63.17.2 1.5, 2.0, or 2.5 MIs; or
63.17.3 3.0, 3.5, or 4.0 MIs.
63.18 There are two pools of MIs available for award: the primary pool where the number of MIs will be twice the number of Members to be evaluated including Chairs; and a supplementary pool where the number of MIs shall be equal to the number of Chairs.
63.19 MIs are allocated by the Vice-President Academic and Provost to the Deans and the Libraries in proportion to the number of Members to be evaluated in the respective unit, such that each unit is able to distribute 2 MIs per Member evaluated. The Vice-President Academic and Provost will also allocate to each Dean of a Faculty sub-divided into Departments a number of supplementary MIs equal to the number of Departments in the Faculty.
63.20 The Vice-President Academic and Provost makes salary adjustments based on the recommendations made by the Deans and the University Librarian. Chairs are responsible to forward to the Dean a list of MI and CPI recommendations, excluding for Chairs. Deans and the University Librarian are responsible to forward to the Vice-President Academic and Provost a list of MI and CPI recommendations, including for Chairs.
63.21 When a Member is promoted to another rank, the Member will receive a promotion increment, which is a permanent salary increase equivalent to the value of one CPI valued at the July 1, 2014 amount.
63.22 Where a Member is not being promoted to a higher rank at the effective date of a salary adjustment, salary adjustments as applicable will be implemented in the following order:
63.22.1 the basic adjustment;
63.22.2 the DPA amount, if given in that year;
63.22.3 the career progress increment; and
63.22.4 merit increments.
63.23 Where a Member is promoted to a higher rank at the effective date of a salary adjustment, and the salary floor of the rank to which a Member is being promoted increases by an amount equal to at least the value of the basic adjustment, salary adjustments as applicable will be implemented in the following order:
63.23.1 the basic adjustment;
63.23.2 the DPA amount, if given in that year;
63.23.3 any increase necessary to bring the Member to the floor of the rank to which the person
is being promoted;
63.23.4 the promotion increment;
63.23.5 the career progress increment; and
63.23.6 merit increments.
63.24 Where a Member has an appointment with a full-time equivalent (FTE) value of less than 1.0, the dollar value of any basic adjustment, other adjustments agreed to in this Agreement, the promotion increment, CPI and MIs awarded to the Member are reduced by multiplying the value of the increments awarded by the FTE value of the appointment.
63.25 The salary of a Member who has been on leave without salary in the year immediately preceding the effective date of the adjustment will be adjusted by the amount of any basic adjustment or other applicable adjustment specified in this Agreement.
Supplementary Salary Amounts
63.26 The Vice-President Academic and Provost may authorize an Academic Unit to offer a market supplement as a recruiting measure or a retention adjustment to secure the retention of a Member.
63.27 The amount and terms of a market supplement will be stated in an offer letter to a candidate for an appointment. Depending on the circumstances of the individual case, a market supplement may be a permanent salary increase or may be of a limited duration, in which case it may decline during the payment period, and may be renewable. A market supplement does not form part of a Member’s regular base salary, but it is included in a Member’s salary for the purpose of all benefits calculations.
63.28 A retention adjustment is added to the regular base salary of a current Member without any time limitation. The letter informing the Member of the retention adjustment will include the procedure to be followed in the calculation of the Member’s salary when the Member is promoted, if that promotion involves a raise to the salary floor of the rank to which the Member is being promoted.
63.29 By April 30 of each year commencing April 30, 2016, the University will report to the Association the following:
63.29.1 number of market supplements and retention adjustments awarded in the academic year, including amounts: by Faculty, by gender, by rank, and by dollar value, including in the Libraries;
63.29.2 number of market supplements and retention adjustments that were continuing at July 1 of the current academic year: by Faculty, by gender, by rank, and by dollar value, including in the Libraries;
63.29.3 number of market supplements and retention adjustments that will be continuing at July 1 of the next academic year: by Faculty, by gender, by rank, and by dollar value, including in the Libraries; and
63.29.4 number of market supplements that ceased during the current academic year: by Faculty, by gender, by rank, and by dollar value, including in the Libraries.
63.30 When a Dean or the University Librarian submits recommendation for MI and CPI to the Vice-President Academic and Provost, the Dean and University Librarian will review the salaries in their unit to determine whether there are any issues arising for any Members arising from salary compression or other anomalous situations, based upon a comparison with salaries across the unit, and will submit a report making any recommendations for changes.
Salary Appeal Process
63.31 A Member may request the Vice-President Academic and Provost to reconsider their salary adjustment by stating the reasons for the request in writing and sending the request to the Vice-President Academic and Provost at the earliest opportunity and not later than 30 days after receipt of the salary notice.
63.32 After seeking written advice from the Dean or University Librarian, as the case may be, the VicePresident Academic and Provost will respond in writing to the request for reconsideration, normally within 30 days of receiving the request.
63.33 The Faculty Association may file a grievance in accordance with the provisions of section 59 in the case of a Member who is not satisfied with the reconsideration of the salary adjustment by the Vice-President Academic and Provost. The grievance must be filed within 60 working days of receiving written notice of the Vice-President Academic and Provost’s reconsideration of the Member’s salary adjustment.
Article 64 — Benefits
64.1 The University provides Members with the following benefits programs:
64.1.1 Medical Services Plan;
64.1.2 extended health benefits;
64.1.3 dental plan;
64.1.4 pension plan;
64.1.5 group life insurance plans;
64.1.6 long-term disability plan; and
64.1.7 travel accident insurance.
64.2 During a period of approved leave without salary or compassionate leave without salary, a Member may continue any or all of University personnel benefits by assuming the total cost thereof including the University’s contributions. Contributions may be paid in advance or on the normal monthly basis. The share of the costs normally borne by the University may be paid either directly by the Member or by another employer if the Member has obtained the agreement of another employer in a form satisfactory to the University.
64.3 Any change to the provisions of a particular benefit listed in section 64.1 (excluding the jointly trusteed Pension Plan) or change to the level of benefit provided will not be made without approval of both the University and the Faculty Association.
64.4 LTD coverage and LTD benefits will cease at the Member’s normal retirement date. Basic life insurance will be reduced to one times annual salary at the Member’s normal retirement date.
64.5 Pension contributions from both the Member and the University will cease at the age set by statute and the Member must begin to draw pension in accordance with the statutory rules, at that age.