YUFA

Collective Agreement

2001-2003

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Article 25
Compensation

Salary Floors

25.01

The salary floors of the ranks shall be:

No one shall be paid beneath the floor of his/her rank.

Adjunct Librarians shall not be paid beneath the floor rate for Assistant Librarians.

Distinguished Research Professor
and University Professor

25.02

The minimum academic base salary for the number of persons designated in accordance with existing policy as Distinguished Research Professor or University Professor will be $95 000. The Distinguished Research Professor or University Professor are not a rank for any purpose under the collective agreement

Base Salary Adjustments

25.03

On the effective date, the previous year's base salaries for all employees who were employed on or before the eligibility date shall be increased by the base adjustments, except where Clause 25.06 is applicable, as follows:

(a) Base salaries will be calculated as of 1 May 2001, with payment effective as of 1 June 2001, on the following basis: base salary increase of 2%;

(b) Effective 1 May 2002: Base salary increase equal to 2% of the sum of bargaining unit salaries on 30 April 2002, to be distributed as an equal dollar amount per capita.

(c) Effective 1 September 2002: Base salary increase of 0.5%

Progress through the Ranks

25.04

The purpose of progress through the ranks is the recognition, on an annual basis, of an employee's academic/professional development and improvement. Embodied in the concept of progress through the ranks is the notion of a structured career development plan in which employees move steadily towards their retirement salary.

Progress through the ranks for each year of the Agreement shall be determined by the application of the following formula:

1.6 X Assistant Professor floor for the current year
DIVIDED BY
37

25.04.1

Notwithstanding Article 25.04 above, Progress Through the Ranks effective 1 May 2001 and 1 May 2002 shall be $2340.

25.05

Subject to 25.06, on 1 May 2001 and 2002, the previous year's academic base salary of all otherwise eligible probationary or tenured employees employed as of 1 January of the current year and all otherwise eligible contractually limited employees employed as of 1 January of the current year (with the exception of employees serving on a contractually limited basis in the current year pursuant to a negative tenure decision) shall be increased by the Progress through the Ranks Increment of Article 25.04.1.

Sequence and Eligibility 2001-2003

25.06

(a) Employees in 2000-2001, or 2001-2002, whose employment in the bargaining unit terminated on or before 30 June 2001 or 30 June 2002, shall not be eligible for increments under 25.03 or 25.05, except for:

(i) employees in 2000/2001, retiring as of 1 July 2001, or whose employment terminated on or before 30 June 2001 but who subsequently have been re-appointed to a position in the bargaining unit;

(ii) employees in 2001/2002 retiring as of 1 July 2002, or whose employment terminated on or before 30 June 2002 but who subsequently have been re-appointed to a position in the bargaining unit.

(b) Employees eligible for increments under 25.03 and 25.05 who receive promotions shall have their salaries adjusted as follows:

(i) If the floor of the new rank exceeds the employee's base salary, the employee's base salary will be increased to the floor of the new rank;

(ii) The employee's base salary will be adjusted by the amount of the increment as per Article 25.07.

(c) (i) For employees moving from contractually limited status in 2000-2001 to probationary or tenured/continuing appointment status in 2001-2002, or who negotiated a new contract for 2001-2002, the salary base as of 1 July 2001 shall be the higher of that agreed for 2001-2002 or the 2000-2001 base salary increased according to Articles 25.03 and 25.05 above, if applicable.

(ii) For employees moving from contractually limited status in 2001-2002 to probationary or tenured/continuing appointment status in 2002-2003, or who negotiated a new contract for 2002-2003, the salary base as of 1 July 2002 shall be the higher of that agreed for 2002-2003 or the 2001-2002 base salary increased according to Articles 25.03 and 25.05 above, if applicable.

(d) Increments for employees continuing full-time past normal retirement age on a full-load or reduced load basis shall be governed by Article 14.05 (b) of this Agreement.

Promotion Increment

25.07

A promotion to the next higher rank shall be accompanied by a promotion increment to base salary equal to one progress through the ranks increment. The parties agree that this clause does not apply to Lecturers.

Professional Expenses Reimbursement

25.08

In addition to other sources of support provided in the Collective Agreement or by University policy for the carrying out of an employee's professional responsibilities to the University under Article 11, an employee is entitled to a professional expense reimbursement in the amount of $1025 for the periods of 1 May 2001 to 30 April 2002 and 1 May 2002 to 30 April 2003.

The Employer shall reimburse employees, up to the maximum, through the mechanism of a minor research account, for eligible expenses submitted with appropriate documentation in accordance with guidelines to be circulated annually to all employees. All materials and equipment purchases shall be the property of the University.

Overload Rates

25.09

YUFA overload Marker/Grader work shall be paid at prevailing CUPE 3903 Unit 2 rates ($25.13 per hour for 2001/2002).

Administrative Stipends

25.10

Stipends and release time for academic administrative positions shall be as set out in Appendix P.

Administrative stipends shall not form part of the employees continuing base salary.

Additional Compensation

25.11

The Employer shall not offer and an employee shall not receive any compensation in addition to the compensation provided for by the various clauses of this agreement, with the following exceptions:

(a) The Employer may offer, and an employee may receive, on initial appointment, a base salary greater than the floor of the rank at which the appointment is made.

(b) Paragraphs 1, 2, 3 and 5 of Appendix C.

(c) The Employer shall provide in 2002/2003 a fund in the amount of $210 000 (plus fringe benefits) in order to, in its discretion, make adjustments to individual salaries to take account of external marketability. Any funds not used in a year will be available for external marketability adjustments in the following year. The final number and amounts of such adjustments to individual salaries shall be added to the information provided as per Article 8.01(b)(i).

(d) In addition to (c) above, the Employer may also make funds available for the adjustment of anomalies and to take account of external marketability, subject to the provisions of Appendix C, and provided that the implementation of this Agreement, in all its parts, is not thereby affected.

Sabbatical Leave Support

25.12

Sabbatical leave support shall be as set out in Article 20.17 of this Agreement, except as otherwise agreed between an employee and the Employer.

Pay equity

25.13

(a) The parties agree to establish a fund of $450 000 for the purpose of eliminating any remaining gender based differentials identified in the pay equity exercise of 1997 and fully and finally concluding that exercise. These monies will be distributed to the base salaries of eligible women faculty pursuant to the method outlined in Appendix E and used in 1997.

(b) For Professional librarians, a review every three (3) years (the last review having been completed in 1999) using the method employed in Appendix E shall be executed comparing the library pay line to the combined faculty pay line. If adjustments are required they would be retroactive to the effective date of change. Starting salaries will reflect the method employed in Appendix E.

(c) The parties will forthwith post and sign a pay equity plan for professional librarians and faculty when the exercise outlined in this Article 25.13 and Appendix E is completed.