MAIN POINTS:
To view the complete text of the agreed upon articles, click here
(Please note that strikethroughs are deletions and underlines are additions from previous proposals in the negotiation process. You should refer to the current Collective Agreement to determine the differences clause by clause.)
Money:
1st year: Assistant and Associate scales-add $200 to each step of the current scales and then increased by 2.9%; this produces an average increase of 3.15% in Year 1, then 2.9% in 2nd and 3rd years; Full Profs receive a straight 2.9% increase in each of the three years.
All stipends/honoraria: 0% in 1st year and 2.9% increase in each of the 2nd and 3rd years; except travel fund that increases by 2.9% in each year.
Benefit Trust:
Increase payment from 2.4% to 2.5% of salary mass. This means that the University will now contribute 2.5% of faculty and librarian salaries to help pay for health and other benefits.
Retirement Incentive:
Faculty with at least 20 years service who retire on Aug 31 following their 65th birthday will receive a retirement incentive payment ranging from 60% to 70% of their final year salary, depending on length of service.
Lecturer Stream:
We negotiated a Lecturer Stream position according to principles based on your responses to our member survey; the salary scales for this position are almost identical to those for the Lecturer and Assistant Prof scales. The Lecturer Stream positions will have the two ranks of Lecturer I and Lecturer II. Upon promotion to Lecturer II permanency of employment will be achieved.
Market Supplements:
A new joint committee will be established that will recommend a range of market supplements for new hires in disciplines that are in high demand.
Mandatory Retirement:
The Collective Agreement has been stripped of all language suggesting that retirement or normal retirement takes place at age 65. There is a clause that Faculty and Librarians must indicate by January 1 if they wish to terminate employment the following August. This applies to resignations as well.
Senate Policy:
There is a new clause stating that Senate policies and actions cannot violate the rights of faculty protected by the Collective Agreement. Some universities in other provinces have attempted to enforce Senate decisions that were contrary to their Collective Agreements. We have negotiated a clause so that this possibility cannot happen here.
Class Size:
We gained a bit more control and input over class size for chairs but the final decision on size rests with the Dean, after consulting the Chair. Changes can't be made without consultation.
Appointment letters:
These will clearly spell out credit given on appointment for prior experience and it applicability to promotion and tenure. The appointment letter must also indicate the position on the salary grid, market differential, and any other adjustment that may have been negotiated.
Advanced Tenure:
There is no longer the need for approval of the dean and AVP before making an application for advanced tenure.
Course Release:
Union President will now receive 1.5 course releases. Program Coordinators, regardless of number of students in the program receive 0.5 course release.
Miscellaneous:
There are a number of other minor changes of a housekeeping nature, e.g. fixing typos, removing inappropriate clause numbers, etc.