YUFA

Collective Agreement

2009-2012

 

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Article 25
Compensation

Salary Floors

25.01

The salary floors of the ranks shall be:

Rank

Floor, effective 1 May 2006
Lecturer $48,000
Assistant Professor $55,000
Associate Professor $65,000
Professor $82,000
  
Assistant Lecturer $49,000
Associate Lecturer $58,000
Senior Lecturer $72,000
  
Assistant Librarian $49,000
Associate Librarian $58,000
Senior Librarian $72,000

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:

  1. Effective 1 May 2009: Base salary increase of 3.0%.
  2. Effective 1 May 2010: Base salary increase of 3.0%.
  3. Effective 1 May 2011: Base salary increase of 2.5%.

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 effective 1 May 2006 shall be $2,425, effective 1 May 2007 shall be $2,600, and effective 1 May 2008 shall be $2,700.

25.05

Subject to 25.06, on 1 May 2009, 1 May 2010, and 1 May 2011, 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.

Sequence and Eligibility 2009-2012

25.06

(a) Employees in 2009-2010, 2010-2011 or 2011-2012, whose employment in the bargaining unit terminated on or before 30 June 2009, 30 June 2010 or 30 June 2011, shall not be eligible for increments under 25.03 or 25.05, except for:

  1. employees in 2008-2009 retiring as of 1 July 2009 or whose employment terminated on or before 30 June 2009 but who subsequently have been reappointed to a position in the bargaining unit;
  2. employees in 2009-2010 retiring as of 1 July 2010 or whose employment terminated on or before 30 June 2010 but who subsequently have been reappointed to a position in the bargaining unit;
  3. employees in 2010-2011 retiring as of 1 July 2011 or whose employment terminated on or before 30 June 2011 but who subsequently have been reappointed to a position in the bargaining unit.

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

  1. if the floor salary 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;
  2. 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 2008-2009 to probationary or tenured/continuing appointment status in 2009-2010, or who negotiated a new contract for 2009-2010, the salary base for 1 July 2009 shall be the higher of that agreed for 2009-2010 or the 2008-2009 base salary increased according to Articles 25.03 and 25.05 above, if applicable.

(ii) For employees moving from contractually limited status in 2009-2010 to probationary or tenured/continuing appointment status in 2010-2011, or who negotiated a new contract for 2010-2011, the salary base as of 1 July 2010 shall be the higher of that agreed for the 2010-2011 or the 2009-2010 base salary increased according to Articles 25.03 and 25.05 above, if applicable.

(iii) For employees moving from contractually limited status in 2010-2011 to probationary or tenured/continuing appointment status in 2011-2012, or who negotiated a new contract for 2011-2012, the salary base as of 1 July 2011 shall be the higher of that agreed for the 2011-2012 or the 2010-2011 base salary increased according to Articles 25.03 and 25.05 above, if applicable.

(d) Increments for employees continuing full-time past normal retirement date 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, with the exception of promotion to Full Professor, Senior Lecturer or Senior Librarian, shall be accompanied by a promotion increment to base salary equal to one (1) Progress-through-the-Ranks increment. The parties agree that this clause does not apply to Lecturers. A promotion to Full Professor, Senior Lecturer, or Senior Librarian shall be accompanied by a promotion increment to base salary equal to two (2) Progress-though-the-Ranks increments.

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 $1,250 for the period of 1 May 2006 to 30 April 2007, $1,350 for the period 1 May 2007 to 30 April 2008, and $1,450 for the period 1 May 2008 to 30 April 2009.

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

Overload rates
Course Director $9,000
Tutorial Leader $3,000

YUFA overload Marker/Grader work shall be paid at prevailing CUPE 3903 Unit 2 rates ($31.60 1 September 2009; $32.55 1 September 2010).

The above-noted overload rates do not apply to the joint Kellogg-Schulich EMBA program. YUFA will be advised of that rate in writing. The above-noted rates will also not apply to the Masters in Human Resources Management program, the Masters in Public Policy, Administration and Law, or to the Masters in Financial Accountability. YUFA will be advised of that rate in writing.

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 employee’s 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:

  1. 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.
  2. Paragraphs 1, 2, 3 and 5 of Appendix C.
  3. The Employer shall provide in each of 2009-2010, 2010-2011, and 2011-2012 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).
  4. 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 20.18 of this Agreement, except as otherwise agreed between an employee and the Employer.

Pay Equity

25.13

  1. 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.
  2. 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.
  3. 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.