Settlement provides 5.55% raise, 6.2% overall

Settlement 2001 summary

The 2nd August settlement between YUFA and the York University Board of Governors represents a 6.2% increase in the total value of the collective agreement over two years. Of this, 5.55% are ongoing increases to compensation.

Links to full text of settlement: Web version | Word version

Monetary summary

First, a summary of the settlement's monetary items, followed by a summary of the whole settlement according to YUFA's bargaining priorities.

Salary Year I = 2.8% + PTR

• $2340 Progress Through the Ranks (PTR) increment (up from $1980 last year)
• 2% increase to base salaries
• Increase to floors of 6%
• Increase to administrative stipends & course reductions
• Renewal of marketability fund of $210 000
• $500 000 merit fund (not into base salaries)

Salary Year 2 = 2.75% + PTR

• $2340 PTR
• 2.5% increase to base salaries
• Additional marketability fund of $210 000
• $500 000 merit fund (not into base salaries)

Other items = 0.65%

• New graduate supervision teaching load credit worth about $300 000
• Uncap teaching assistance for classes over 50, with a $175 000 increase guaranteed
• Increased retiree benefits funding of $150 000
• Increased research and teaching fellowships ($26 000)
• Task Force on Inclusivity and Diversity ($15 000)
• Additional librarian research days ($6000)
• Longer primary caregiver leaves

Whole settlement summary

Compensation

• Raise salary floors by 6%(Art. 25.01)
• Increase base salaries by 2.0% in Year I (25.03a)
• Increase base salaries by 2.0% in May of Year II, distributed equally among members (25.03b)
• Increase base salaries by a further 0.5% in September of Year II (25.03c)
• Raise the Progress Through the Ranks yearly salary increment from $1980 to $2340 (25.04)
• Provide $210 000 in base salaries in each of Years I & II, to be distributed at management's discretion (25.11c)
• Permit management to distribute up to $367 898 in base salaries in each of Year I & II (App.C)
• Establish, in each of Years I & II, a merit pool of $500 000, consisting of 175 $2000 awards and fifty $3 000 awards (App. N)
• Increase administrative stipends and course reductions for the first time in ten years. For example, Chairs of large units would have stipends of $5000, up from $3408, and a course reduction of at least 1.5 (25.10, App. XX)
• Increase research & teaching fellowships by $26 000 (19.29 to 19.32)
• Allow junior librarians to apply to a research & professional development fund (19.29b)

Workload

• Provide a system of course reductions for graduate supervision by faculty members appointed to units with a 'normal teaching load' of 3.0 full-course equivalents (App. XX)
• Guarantee a minimum level of teaching assistance for courses with over 50 students (18.42,18.42e)
• Guarantee that if the tentative contract is ratified, an additional $175 000 will be provided centrally to support the 18.42 change (2nd last clause in Memorandum of Settlement)
• Provide a 0.5 course reduction for Foundations course coordinators (25.10)
• Increase librarian research days from 19 to 20 (18.16e)
• Safeguard librarians' evening and weekend workloads (18.16a?)
• Protect probationary employees from having to teach two summers in a row (18.24)
• Establish a YUFA-Employer subcommittee on workload issues related to electronic contact with students (7.09)
• Provide YUFA with enrolment information (8)

Retiree benefits

Increase fund from $300 000 to $450 000, estimated to be sufficient to extend the current coverage to new retirees (14.08)

Pensions, benefits & equity

• Extend the entitlement to work on reduced load after turning 65 to members whose projected aggregate pensions from registered plans fall below $44320 (14.01)
• Provide hearing aid coverage of $300 every 3 years, from Supplemental Benefits Fund (Point 6 of preamble)
• Institute procedures for dealing with harassment or discriminations complains (Letter of Intent)
• Create a funded Task Force on Inclusivity & Diversity (7.10)
• Clarify affirmative action language about self-identification by members of under-represented groups (12.23)
• Commit to providing affirmative action workshops for YUFA members (12.24)
• Improve language on the responsibility to accommodate persons with disabilities (18.41)
• Include extraordinary child or elder care among the reasons for short-term leaves (19.02)
• Update parental leaves to take recent Employment Insurance changes into account (19.08)

Other

• Clarify language about law librarians (Definitions, 11, etc)
• Allow alternate stream members to transfer to the professorial stream, subject to decanal recommendation based on professional contributions (12.13)
• Institute the principle of progressive discipline (16)
• Entitle YUFA to purchase more course reductions (27.04)
• Include new Directors of Research Centres/Institutes in the bargaining unit (App. A)
• Withdrawn: Employer's proposal to use research & teaching performance as the criteria for renewal of Special Renewable Contracts (12.32)