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Les textes sont
présentés seulement dans la langue dans laquelle ils ont été négociés.
Texts are presented only in the language in
which they were negotiated.
MÉMOIRES D'ENTENTE
MEMORANDA OF AGREEMENT
EMPloyment Equity Committee (EEC)
In addition to the text appearing in 17.1.6.2 of the
collective agreement, the parties agree that the EEC:
(a)
be expanded to include 3 representatives from the Employer and 3
representatives from the APUO
(b)
be mandated to
i)
examine and make proposals regarding current and future targeted groups
ii) examine the idea of including in the
collective agreement a declaration of principle with respect to
diversity
iii) review the potential solutions identified
during the 2004 negotiations as outlined below *
(c)
complete and submit recommendations to the Association and the Employer
before 30 June 2006.
* Potential
solutions
1. Stronger statement about visible minorities
in advertising and possible impact on collective agreement.
2. Demonstrable and documented effort in
recruiting process to attract targeted groups.
3. Modify (expand) article 17 to include other
groups in equity clause.
4. Committee under 17.1.6.2 be charged with
developing policy regarding under-representation of targeted groups.
5. Clause 17.1.6.1 (principle) to include
declaration with respect to diversity.
Liste des renseignements concernant les
engagements de professeurs remplaçants (17.2.1.4)
Les
parties conviennent qu’aux fins de l’interprétation et de l’application
de l’article 17.2.1.4 de la convention collective, l’employeur fournira
à l’APUO l’information suivante dans le cas d'une demande de
prolongation d’un remplacement au delà de la durée maximale prévue dans
la convention collective.
1.
Les dates de début et de fin du contrat existant et la durée de la
prolongation demandée.
2.
Le type de remplacement qui s’applique au cas en question selon la
convention collective (article 17.2.1.1(a), (b), etc.), et, le cas
échéant, qui est ou a été remplacé.
3.
Tout renseignement précisément exigé dans la convention collective pour
le type de remplacement en question, qui n’est pas précisé ici.
4.
Lorsque l’engagement ou la prolongation vise le
remplacement d’une personne donnée (type 17.2.1.1(a) par exemple), la
nature exacte de la personne ou du poste visé par le remplacement et la
durée du congé.
5.
Dans le cas d’un poste vacant ou autre qui ne peut pas être comblé par
un engagement régulier – (i) qu’il s’agisse d’une vacance récente ou
d’un départ à la retraite, et (ii) pour ces types de catégorie, la
description et l'explication des « raisons scolaires » invoquées.
6.
La charge d’enseignement et la charge de travail (i) le cas échéant, du
poste ou de la personne qu’il a fallu remplacer initialement, et (ii) la
charge d'enseignement et la charge de travail projetée du professeur
remplaçant et celle qu’il avait au cours de toute année antérieure.
7.
La charge d’enseignement et la charge de travail normale dans le
département; il est entendu que la charge d’enseignement du remplaçant
ne doit pas dépasser la normale pour le département en question, compte
tenu des facteurs habituels d’attribution des tâches d'enseignement et
sous réserve de toute exception prévue expressément dans la convention
collective au sujet des professeurs remplaçants.
8.
Pour tout poste visé par une demande de prolongation, l'information
exigée aux points 2 et 5, s'il y a lieu, doit être fournie pour
l'engagement initial. De plus, l'information sur la charge
d'enseignement demandée en 6(ii) et 7 doit être fournie pour chacune des
années de l’engagement de remplacement avant que la prolongation soit
demandée.
Promotion of language teacher IV
The parties hereby agree that an exception will be made
under 18.4.1.3 so that a member, who is currently a language teacher IV,
and who just missed the 1 January 1994 deadline, will be allowed to
apply for promotion to the rank of associate professor pursuant to the
terms of 18.4.1.3
Interpretation and application of 22.2.4.2 of
the collective agreement
WHEREAS the Parties have revised the text of 22.2.4.2 of
the collective agreement to include the requirement to report factors
applied under 22.2.1.2,
AND WHEREAS the Parties desire to have some certainty as
to what is meant by this revision,
IT IS HEREBY AGREED THAT the documents currently used by
Biology, English, and Human Kinetics, are deemed acceptable examples
satisfying the above noted new reporting requirement under 22.2.4.2.
[The documents referred to are kept on file at the APUO office.]
tuition support benefit for members with dependents
registered at other institutions prior to 1 May 2002
The parties agree that all applications currently on
record at Human Resources for tuition reimbursements regarding
dependents registered at other institutions prior to 1 May 2002 will be
settled in the following manner.
1.
The reimbursement for tuition shall be at two-thirds (2/3) of the
reimbursement level paid to those in the regular tuition support benefit
program.
2.
There shall be no reimbursements for these applications after the
2005-2006 academic year.
3.
The funds required for this purpose shall be in addition to the pool of
funds set out in 40.6.3.2 of the collective agreement.
Lettres d'entente
Letters of Understanding
CONCERNANT LES NOUVEAUX POSTES à DURÉE
LIMITÉE - REGARDING TIME-LIMITED POSITIONS
Limited-Term Lecturers in the Faculty of Science
WHEREAS the employer has identified a concern with
respect to new hirings in departments in the Faculty of Science due to
the limited availability of back-up or physical resources;
THEREFORE the parties hereby agree, as follows, to a
limited number of special appointments for the Faculty, on a
time-limited and experimental basis, where the scholarly activity
carried out may be mainly or even exclusively of a
pedagogical/professional development nature.
1.
Appointments under this Letter of Understanding shall be known as
Limited-Term Lecturers in the Faculty of Science (referred to herein as
“Lecturers”).
2.
These initial full-time Lecturer appointments are subject to the same
search and hiring procedures as regular appointments.
3.
The appointees are expected to have a PhD in the relevant discipline.
4.
The maximum period of appointment is 5 years, with the last effective
hiring date for any such appointment being 1 July 2009.
5.
The initial appointment is for a period of 3 years, starting normally on
1 July, but in any event ending 36 months after 1 July of the calendar
year during which the appointment is made, and this initial appointment
shall be considered to have been a 3-year appointment.
6.
The appointment is renewable once for 2 years, in a manner that
parallels that for regular professors (that is, 17.3.2.1 and 17.3.3 of
the collective agreement shall apply mutatis mutandis), it being
understood that these appointments are not renewable beyond the total
period of 5 years.
7.
The maximum number of such positions for any department is limited to
10% of the regular faculty members in that department, rounded to the
nearest integer, with 0.5 rounded up, but the total number for the
Faculty cannot exceed 9 positions.
8.
For each such position to exist in a department, the regular APUO
members in the departmental assembly (or equivalent) must vote to
accept, with reasons, the creation of the position along with its
description.
9.
It is understood that the hiring of individuals in this category by the
employer under this Letter of Understanding is conditional on
departments not being pressured to accept these types of positions.
10.
The workload of these Lecturers will normally involve teaching, academic
service activities, and the expectation of continuing development as an
educational professional through scholarly activities. They may have
independent responsibilities for designing and teaching courses and
laboratories or significant components of courses and laboratories.
11.
The assignable workload shall be comprised of:
(a)
assuming responsibilities for any aspect of undergraduate laboratory
instruction, including coordination, design of new experiments and
development of instruction manuals.
(b)
teaching lecture courses
(c)
assuming responsibilities for any aspect of drop-in centers, including
organization and coordination, tutoring students, and supervising
teaching assistants in their role as tutors.
12.
Other teaching or academic service activities can involve:
(a)
training and mentoring teaching assistants
(b)
assisting in the direction of honours students' projects
(c)
participating in outreach activities
(d)
showing leadership in undergraduate science education
(e)
developing the curriculum in the context of the departmental procedures
(f)
performing such other reasonable duties related to teaching and/or
academic service
13.
The workload assignment will follow the normal process in the Faculty of
Science; factors in 22.2.1.3 will apply, as normally, pursuant to the
practice of the Faculty.
14.
It is understood that the scholarly activities may be mainly or even
exclusively of a pedagogical or professional development nature, in the
pedagogy of the discipline, and these will be given full recognition
under the collective agreement.
15.
Performance will be assessed annually on the basis of an annual report
following procedures parallel to these applicable in the case of regular
professors.
16.
Performance will be assessed on teaching effectiveness, scholarly
activity, and academic service activities in accordance with the
collective agreement.
17.
The TPCs and other bodies involved in any review and/or renewal process
will receive clear instructions on the profile of these individuals and
what is expected from them in terms of performance, in particular, the
nature of the scholarly activities undertaken.
18.
If outside evaluators are ever used, the selection of the evaluators
will reflect an expertise in pedagogy.
19.
The salary scale applied to this category shall be the same as the new
Assistant Professor scale.
20.
This is an exception to article 25.3.1 of the collective agreement, in
that appointments for Lecturers in positions with the duties described
herein, and with the incumbent holding a doctorate, will not initially
hold the rank of Assistant Professor, but that of Lecturer.
21.
The employer agrees that there should be transparency and timely
disclosure to APUO with respect to these positions, and in particular,
agrees to provide, to APUO, copies of formal decisions or
recommendations that are minuted at any administrative level in
connection with a specific hiring or renewal in this category (including
dean or Administrative Committee), copies of departmental minutes,
copies of initial and renewal contracts, and copies of annual workloads.
The failure to provide the above noted timely disclosure shall result in
no further hirings being carried out in this category.
22.
In the fall of 2010, the parties are to conduct a review to determine if
this concept should become permanent (and, if so, in what manner), and
whether to include the Faculty of Engineering. If it is agreed to make
the concept permanent, then existing individuals may apply with their
prior experience being recognized. If the parties cannot agree by 31
December 2010, the concept automatically terminates at the end of any
existing contracts, but, in that case, someone hired in 2006 would have
their contract extended to 31 December 2011.
Special Appointments of Teaching Associates under Article 17
of the Collective Agreement
WHEREAS the parties had in place, during the previous
collective agreement, a Letter of Understanding respecting the
appointment of Teaching Associates in certain areas, and they
acknowledge that some disciplines continue to require this type of
specialized appointment on an exceptional basis and for a limited period
of time;
THEREFORE the parties hereby agree on the following
special appointments as Teaching Associates:
1.
The special appointments set out herein are not intended as a substitute
for replacement or regular appointments.
2.
The following 5-year special appointments are hereby permitted; the
effective date for the appointment of the last of the individuals hired
for 5 years would be 1 July 2008 with such appointment to terminate 30
June 2013:
(a)
School of Management – Accounting, Marketing, and MIS:
A combined total
maximum of 4 such positions to be filled, with 2 of those reserved for
Accounting; the 2 reserved for Accounting may not be used for Marketing
or MIS.
(b)
Faculty of Health Sciences – School of Nursing and School of
Rehabilitation
A combined total
of 3 such positions to be filled
3.
For SITE, 3 of the existing positions created under the previous Letter
of Understanding may continue with a termination date of 30 June 2011.
4.
With respect to appointments under paragraph 2(a) above, the selection
process under the collective agreement will be supplemented in the
following manner to provide for input from the section of the School:
after receiving all the c.v.’s and any proposals from the School
committee, notwithstanding 5.6.3.1 and 5.6.3.3(b) of the collective
agreement, an initial recommendation similar to that described under
17.1.3.1 and 17.1.3.2 of the collective agreement shall be undertaken by
the section concerned, through an appointments committee made up of
section members or a group of section members designated by them, which
shall provide its recommendation to the School committee. This process
is considered to be on an exceptional basis and is not to be interpreted
as creating a new structure for the School generally.
5.
It is understood that, notwithstanding the terms of the previous Letter
of Understanding, current Teaching Associates may apply for the
positions set out in paragraphs 2 and 3 above, but this does not re-open
their existing positions.
6.
Where, during 2008 and prior to the termination date of this Letter of
Understanding, the employer believes that an increase in the above
numbers is warranted, it may bring such a request to APUO, along with
information that demonstrates such a need. Prior to bringing such a
request to APUO, the employer shall have attempted to fill all regular
positions authorized for that year in the department or unit. The
employer would be required to demonstrate that there is a need based on
the inability to fill regular positions that have been announced, taking
into account the period of time since the announcement and/or the
relative number of positions announced. It is understood that a bona
fide attempt to fill the positions must have been made, and that any
compensation offers to prospective candidates have not been
significantly below what would be considered a reasonable compensation
package for the area. Moreover, it is understood that any such increase
in numbers can only be by agreement of the parties.
7.
Notwithstanding the permissions granted under paragraphs 2 and 3 above,
the employer shall continue to attempt to fill an authorized vacant
regular position until such time as the special appointment to which it
relates is announced. Nothing shall preclude the employer from
continuing to announce and fill the regular position after the
announcement/filling of the special appointment if the employer so
chooses.
8.
During the term of this Letter of Understanding, the employer shall
announce on a yearly basis, under 17.1.2, all authorized vacant regular
positions for that year and shall report to APUO by 15 January and 30
May on the action undertaken.
9.
For the areas designated under paragraphs 2 and 3 above, the employer
shall report to the APUO every 6 months on actions undertaken with
respect to all authorized vacant regular positions for that year and the
special appointments.
10.
The APUO shall receive copies of all contracts for these special
appointments.
11.
All of the provisions of the collective agreement with respect to
announcing a position, selection procedures, and letter of appointment
shall apply.
12.
The number of authorized regular positions existing at the date of
signing of this Letter of Understanding will not decrease in any of the
areas designated under paragraphs 2 and 3 above.
13.
The teaching and research components normally applying under paragraph
22.2.1.5(b) of the collective agreement shall apply mutatis mutandis
for the entire period of the special appointment, with teaching to be
primarily at the undergraduate level.
14.
Notwithstanding sections 3.1.1 and 3.1.2 of the collective agreement,
the individuals holding these special appointments shall be members of
the bargaining unit as academic staff holding a professorial rank, with
a title of “Teaching Associate” and the salary scale being that of
either lecturer or assistant professor [i.e: salary maximums under
old system] in accordance with the criteria of the collective
agreement and the qualifications of the individual. Members holding
these special appointments shall be entitled to the economic increases
as negotiated by APUO and PTR pursuant to the collective agreement until
the expiry of their contract.
15.
Members holding these special appointments can apply for a regular
position that is announced and, if offered the position, will not be
held to the conditions of the original special appointment contract.
16.
These special appointment contracts are not renewable, and the member
will not be able to continue in any position under the collective
agreement other than a regular position.
17.
Each individual letter of appointment shall include a statement or
statements reflecting the points set out in paragraphs 14, 15 and 16
above.
18.
Normally, minimum qualifications for these special appointments in a
unit will not be less than the qualifications required of the part-time
professors of the unit, and in any case, not less than those required of
the rank of lecturer.
19.
This Letter of Understanding shall expire on 1 July 2008, it being
understood that the conditions applying to each individual letter of
appointment made pursuant to this Letter of Understanding shall remain
enforceable under the collective agreement and all other terms of the
collective agreement shall apply to that appointment until the expiry
date of each such contract.
Limited-Term Replacement Professors in the
Faculties of Arts and Social Sciences
WHEREAS the employer has identified a deficiency in the
number of regular full-time professors on staff to meet the teaching
requirements in the faculties of Arts and Social Sciences, and has
expressed a need to meet that requirement through the hiring of
full-time academic staff;
AND WHEREAS both parties agree with the goal of
increasing the complement of regular full-time faculty appointments over
time;
THEREFORE the parties hereby agree, as follows:
1.
Appointments under this Letter of Understanding shall be known as
Limited-Term Replacement Professors.
2.
All of the provisions of the collective agreement with respect to
announcing a position, selection procedures, and letter of appointment
shall apply except as modified herein.
3.
Subject to paragraph 19 below, the total number of Limited-Term
Replacement positions created in the two faculties combined shall not
exceed 15; appointments to these 15 positions in either faculty are
conditional on there having been at least an equal number of authorized
new regular full-time faculty positions (i.e. those full-time positions
in addition to the filling of vacancies arising from retirements and
other departures) announced under 17.1 of the collective agreement,
within the same faculty, after 1 January 2006.
4.
Subject to paragraph 22 below, the maximum period of appointment for
these Limited-Term Replacement Professors is 5 years, with the last
effective hiring date for any such appointment being 1 July 2009.
5.
The initial contract is for a period of 2 years, starting normally on 1
July, but in any event ending 24 months after 1 July of the calendar
year during which the appointment is made, and this initial contract
shall be considered to have been a 2-year appointment.
6.
The contract is renewable once for 3 years, with the normal
recommendation process and 17.3.3.2 of the collective agreement applying
mutatis mutandis, and copies of the recommendations and decisions
being provided to APUO; it is understood that, subject to paragraph 22
below, these appointments are not renewable beyond the total period of 5
years.
7.
The maximum number of any such positions for a department is limited to
10% of the regular faculty members in that department, rounded to the
nearest integer, with 0.5 rounded up, it being understood that the total
number of positions for the two faculties combined shall not at any time
exceed the maximum set out in this Letter of Understanding.
8.
For each such position to exist in a department, the regular APUO
members in the departmental assembly (or equivalent) must vote to
accept, with reasons, the creation of the position along with its
description.
9.
It is understood that the hiring of individuals in this category of
replacement professors by the employer under this Letter of
Understanding is conditional on departments not being pressured to
accept these types of positions.
10.
The number of authorized regular positions shall not decrease in any
department where appointments under this Letter of Understanding are
made, it being understood that a new regular position is considered
authorized once the department is informed that it may announce and post
the position.
11.
Appointees under this Letter of Understanding are expected to have a PhD
in the relevant discipline.
12.
In the assignment of teaching load, section 22.2, and in particular
22.2.1.3 applies as usual, but 22.2.1.5(b) applies for 3 years; it is
understood that while a teaching load of up to 21 credits is not
precluded after 3 years if the requisite circumstances exist under
section 22.2 for a higher teaching load, such a situation shall not be
considered normal; moreover, this shall not be interpreted as requiring
a teaching load of 21 credits in the first 3 years, as the actual
assignment depends on the proper application of section 22.2.
13.
The assigned teaching shall be at the undergraduate level only.
14.
The deadline for workloads under 22.2.4.4 shall be 1 April.
15.
The employer agrees that there should be transparency and timely
disclosure to APUO with respect to these positions, and in particular,
agrees to provide, to APUO, copies of formal decisions or
recommendations that are minuted at any administrative level in
connection with a specific hiring or renewal in this category (including
dean or Administrative Committee), copies of departmental minutes,
copies of initial and renewal contracts, and copies of annual workloads.
The failure to provide the above noted timely disclosure shall result in
no further hirings being carried out in this category.
16.
The student-faculty ratio for the University as of 1 November 2005, and
the manner in which it is calculated, is as agreed to by the parties in
a separate memorandum signed prior to ratification.
17.
The employer shall use its best efforts to decrease the above noted
student-faculty ratio by at least 2 points, by 1 November 2008,
calculated using the same type of data and method; this reduction shall
be referred to as the “Ratio Target” and the calculation shall exclude
individuals hired in any of the positions under the Letters of
Understanding respecting Limited-Term Lecturers in Science, Limited-Term
Replacement Professors in Arts and Social Sciences, and Teaching
Associates. The ratio will be calculated no later than 20 December 2008
based on the data used for the filing with the Provincial Government as
of 15 December 2008.
18.
Moreover, the reduction set out under paragraph 17 above shall be done
without increasing the proportion of teaching staff salaries expended
for the remuneration of non-members as defined in the last paragraph of
section 7.2 of the collective agreement.
19.
The overall number of 15 replacement positions provided for under
paragraph 3 above can be increased up until 1 July 2009 by up to 10% of
the new regular full-time faculty positions across the University (i.e.
those full-time positions in addition to the filling of vacancies
arising from retirements and other departures and the 15 regular
positions required under paragraph 3) announced after 1 January 2006 and
with effective hiring dates and filled no later than 1 January 2009.
20.
It is understood that the last effective hiring date for any additional
replacement position created under paragraph 19 above remains 1 July
2009, with a maximum period of appointment being 5 years as set out in
paragraphs 5 and 6 above.
21.
Any increase referred to in paragraph 19 above applied prior to 2009 can
be rounded to the nearest integer, with 0.5 rounded up; however, at no
time shall the total number of additional replacement positions exceed
10% of the total number of new regular positions (as defined in
paragraph 19) filled to that point, rounded to the nearest integer.
22.
Replacement professors hired under this Letter of Understanding on or
after 1 July 2007 and terminating before 2014, may be extended to 30
June 2014 (with the renewal process under paragraph 6 above and
transparency stipulations under paragraph 15 above applying), but with
no new courses in the assigned teaching load, and subject to the Ratio
Target having been met by 1 November 2008. For those hired in 2006, the
foregoing statement shall apply but the termination date shall be 30
June 2013.
23.
For further clarification, it is agreed that if the Ratio Target is not
met by 1 November 2008, there can be no extensions of contracts as noted
in paragraph 22 above.
24.
In applying paragraph 23 above, the APUO shall take into account bona
fide
reasons for not filling posted positions, i.e. demonstrated lack of
qualified candidates, but the employer is required to demonstrate the
inability to fill regular positions that have been announced, taking
into account the period of time since the announcement and/or the
relative number of positions announced. It is understood that a bona
fide attempt to fill the positions must have been made, and that any
compensation offers to prospective candidates have not been
significantly below what would be considered a reasonable compensation
package for the discipline.
25.
It is understood that the employer intends to bring to the 2011
negotiations the possibility of continuing this concept, conditional on
the Ratio Target having been met by 1 November 2008; this, however, is
not meant to bind either party with respect to the outcome of such
negotiations, and any continuation must be by agreement.
Student-Faculty Ratio
WHEREAS under a Letter of Understanding regarding
Limited-Term Replacement Professors in Arts and Social Sciences, the
parties have agreed to calculate a Student-Faculty Ratio as of 1
November 2005, and to recalculate that Ratio effective 1 November 2008;
THEREFORE the parties hereby agree, as follows:
1. The Student-Faculty Ratio
shall be calculated as FTE Students
FTE Faculty
2.
“FTE Students” shall mean the number of full-time equivalent University
of Ottawa students, taken from the table reflecting the data from which
the official student declaration report is generated for the government,
and shall include both eligible and ineligible undergraduate and
graduate students as defined for government funding purposes, but not
medical residents who are off campus. Copies of the 2004-2005 and
2005-2006 tables [have been provided to the Association], and the
Association will be provided with copies of the 2007-2008 and 2008-2009
tables.
3.
The number of undergraduate students included in the above calculation
shall mean the combined Fall and Winter term FTE registrations, with the
winter registrations being estimated based on the previous year’s
Winter/Fall ratio.
4.
The number of graduate students included in the above calculation shall
mean the Fall term FTE registrations.
5.
“FTE Faculty” shall mean the number of full-time equivalent APUO members
based on the list used by APUO for monthly dues, as of 31 October,
excluding Librarians, Counselors, Research Fellows, Terminated, Retired,
Administrative and any individuals hired under the Letters of
Understanding respecting Limited-Term Lecturers in Science, Limited-Term
Replacement Professors in Arts and Social Sciences, and Teaching
Associates. A copy of the APUO dues list summary sheet and codes for
October 2005 [are on file at APUO], and it is agreed that the same
information for October 2008 shall be used for the above calculation.
6.
It is agreed that the calculation of the Ratio [for 1 November 2005]
shall be set out in a spreadsheet to be shared between the parties.
7.
It is agreed that the 1 November 2008 Ratio shall be calculated using
the same type of data and method.
[Copies of the
documents referred to are kept on file at APUO.]
Autres mémoires d'entente et Lettres d'entente
Additional memoranda of agreement and letters of understanding
Nomination process for program directors in thE SCHOOL OF
MANAGEMENT
The parties agree that the following process will be used
for the nomination and appointment of program directors in the School of
Management.
1.
The Dean creates a Selection Committee of no less than three members,
including:
-
the Dean, as Chair of the
Selection Committee
-
at least two other members from the Executive Committee of the
School, including the Associate Dean Programs and one section
coordinator
2.
The
Chair of the Selection Committee invites applications to the position
through one, or a combination of the following: external advertising,
internal calls
for nominations and/or applications, or possible candidates to be also
be approached by the members of the Selection Committee, provided they
accept that their nomination be considered for the position. The Chair
may also use the services of a recruitment firm if appropriate.
3.
Under exceptional circumstances, nominations to the position may be
recommended directly to the Executive Committee.
4. A short
list of potential candidates is established by the selection committee
and interviews are held.
5. Once references
have been verified, the Selection Committee consults faculty and
staff members of the appropriate program through written comments in
confidence to the dean and through a preferential ballot, and, if
positive, makes its recommendation to the Executive Committee and
reports the results of the consultation.
6.
Deliberations of the Selection Committee remain
strictly confidential
7.
The
nomination is approved by the Executive Committee of the School, upon
recommendation by the Selection Committee.
8.
At least
six months before the end of the mandate of a Program Director, the Dean
determines, after consultation with the Program Director, if a new
mandate should be sought.
9.
If positive, the Dean consults his/her colleagues of
the Executive Committee and, if positive consults the faculty and
staff
members of the appropriate program through written comments in
confidence to the dean. Following the consultation, provided at least
half of the answers from the consultation are positive, the Dean submits
a recommendation for renewal to the Executive Committee along with the
results of the consultation.
Sexual harassment policy
The Employer and the Association agree to continue the
process of reviewing and negotiating changes to the policy on sexual
harassment, as provided by article 39.5.2 of the collective agreement,
in light of the recent modifications of the policy approved by the Board
for all groups except APUO.
Composition of the list of Teaching
Evaluators and approval/review process
The TE list may include retirees from the past 5 years.
The parties shall review the list at least every two
years.
The parties shall develop a process to establish and
manage the list under 24.2.2.1.
Automatic allocation of PTR at collective
agreement transition
1.
The parties agree to utilize the interest-based approach to negotiations
for the next collective agreement on a limited basis. The interests
raised by the parties for this purpose shall be limited to a maximum of
3 issues each. Other issues shall be treated under an accelerated
interest-based approach.
2.
Interest-based discussions under paragraph #1 shall be for a maximum
period of three months or 24 full day negotiation sessions, whichever is
later, by which time, if there is no resolution, traditional
negotiations will commence.
3.
The sharing of costs for interest-based preparation and sessions to be
as per the 2004 negotiations, that is one-third APUO, two-thirds
employer, to a maximum set by either party.
4.
PTR shall be allocated automatically at the collective agreement
transition point (i.e. 1 May 2008).
5.
Should negotiations not be completed in time for the beginning of the
second year of the contract (i.e. 1 May 2009), that or subsequent PTRs
will not be paid until after the new collective agreement is ratified.
6.
Paragraphs 1 to 4 above apply mutatis mutandis to the re-opener
negotiations for 1 May 2007.
Modifications apportées aux articles 40 et 41 à compter du 1 mai 2007
Amendments to articles 40 and 41effective 1 May 2007
SUPPLEMENTARY HEALTH INSURANCE (exact
placement of text to be determined)
Effective 1 January 2008, the supplementary health
insurance benefit under 40.1.1.1(c) shall be modified as follows:
(a) The per
prescription deductible for Quebec residents shall be increased from
$1.39 to $3.00.
(b) Members who
have coverage under a spouse for the health and/or dental plans may
choose to opt-out of coverage under the University plans and receive
credits to be added to the Health Care Spending Account under 40.12
[newly created for active members] equivalent to the value created by
the opting-out.* In the event that coverage is terminated or lost, they
must re-subscribe within the time and under the conditions prescribed in
the plan.**
* The 2008
values provided by the insurer are $715 and $230, respectively.
** To re-subscribe evidence of insurability will be required for the
health plan except when there is a life event (change in marital or
family status, loss or significant change in spouse's benefits
coverage). In the case of a life event, employees would be allowed to
opt back in as long as they apply within 31 days of the event occuring.
SECTION 40.2 - LONG TERM DISABILITY (exact
placement of text to be determined)
[Note: Under
existing LTD coverage a member receives 66-2/3% of pre-disability
salary. In addition to that, there is an adjustment for cost of living
(COLA) to a maximum of 4%.]
Effective 1
January 2008, LTD coverage will be modified as follows:
(a) The basic
plan, continuing to be paid entirely by the employer, will provide a 60%
benefit level with a 1% COLA, to a maximum of $8,500 per month.
In exchange, the
employer will create a health spending account [HCSA] for members of an
amount equivalent to the savings to the employer resulting from the
modifications above, to be set out in a new section 40.12 of the
collective agreement. [The 2008 value is $244 per APUO member.]
In addition to
(a) above, members may, but need not, choose one of the following two
options:
(b) The optional
silver plan will provide a 4% top-up benefit with a provision for an
additional 1% COLA (resulting in a total coverage of a 64% benefit plus
2% COLA). Members will have the option of subscribing to this top-up
plan with the premium cost borne entirely by the member.
[Note: The
optional silver plan provides roughly an equivalent coverage to the
existing LTD plan. The member's cost would be .121% of salary. For
example, on a salary of $100,000 the annual cost would be $121.00, which
is approximately half of the value of the HCSA noted above.]
(c) The optional
gold plan will provide an 8% top-up benefit with a provision for an
additional 2% COLA (resulting in a total coverage of a 68% benefit plus
3% COLA). Members will have the option of subscribing to this top-up
plan with the premium cost borne entirely by the member.
[Note: The
member's cost would be .257% of salary. This exceeds the level of
coverage of the existing LTD plan.]
Changes in
levels of top-up benefits may not occur more than once every two years
unless a life event (as noted above) occurs. No evidence of insurability
will be required upon the initial enrollment in one of these options.
However, any subsequent increase in coverage would require evidence of
insurability.
[Note: The basic
plan benefits would be taxable, but not the silver or gold since they
are separate plans with premiums wholly paid by the member.]
[Note: This
modification does not apply to members currently on LTD.]
SECTION 40.8 - PARKING AND TRANSPORTATION
*40.8.1.5
Maximum monthly parking fees are:
effective 30
April 2004: $80.20 (Roger Guindon $61.45) for exterior and $119.01 for
interior.
effective 1 July 2007: $82.61 (Roger Guindon $63.29) for exterior and
$122.58 for interior.
effective 30 April 2008: $85.09 (Roger Guindon $65.19) for exterior and
$126.26 for interior.
SECTION 40.10 - Health Care Spending Account
on Retirement
*40.10.1
Members
retiring on or after 1 May 2001 shall, per calendar year, have access to
a Health Care Spending Account (HCSA) of the amount set out below,
funded by the employer (with a carry over of expenses from the previous
calendar year, as per Income Tax Act rules).
2004 calendar
year: $945.
Effective 2005 calendar year: $985.
Effective 2006 calendar year: $1,010.
Effective 2007 calendar year: $1,075.
Effective 2008 calendar year: $1,125
SECTION 40.11 - ONTARIO DENTAL ASSOCIATION
SCHEDULE
*40.11.1
The Ontario Dental Association schedule to be used for the reimbursement
of dental costs to members shall be:
(a) effective 1
January 2004, the 2003 schedule;
(b) effective 1 January 2005, the 2004 schedule;
(c) effective 1 January 2006, the 2005 schedule;
(d) effective 1 January 2007, the 2006 schedule.
(e) effective 1 January 2008, the current year minus 1 (text to be
confirmed).
NEW SECTION 40.12 - Health Care Spending
Account
*40.12.1
Members shall, per calendar year, have access to a Health Care Spending
Account (HCSA) of the amount set out below, funded by the employer
(with a carry over of expenses from the previous calendar year, as per
Income Tax Act rules).
Effective 2008 calendar year: $244.
Effective 2009 and subsequent calendar years: the amount shall be
increased each 1 January by the amount by which all members' nominal
salaries are adjusted under 41.2 in the concurrent period 1 May to 30
April. Where negotiations for these adjustments to nominal salaries have
not yet been concluded in time to make the HCSA adjustment for the start
of a given calendar year, any such additional sums will be added to the
account in the calendar year following ratification.
*40.12.2 Credit carry over:
Unused HCSA credits at the end of the year will be added to the next
year's HCSA balance. HCSA credits can be carried over for one year.
*40.12.3 Grace period:
The member may submit a claim up to 12 months following the end of the
plan year in which the expense occurred.
*40.12.4
Eligible expenses must meet Income Tax Act definitions: this includes
expenses normally associated with health and dental benefits plans,
including the cost of prescription glasses, any co-payments required
under a health or dental benefits plan and some additional expenses not
traditionally paid under a health or dental benefits plan, it being
understood that the Income Tax Act does not allow for the purchase of
the LTD top-up plan from the HCSA.
*40.12.5 Eligible dependents:
Dependent eligibility as defined by the Income Tax Act.
*40.12.6 Allocation:
Full HCSA allocation is available for members at the start of each
calendar year.
*40.12.7
Unused amounts may only be carried over for the grace period noted
above, but cannot be reimbursed to members if not used.
*40.12.8
Annual benefit is not transferable to a spouse upon the death of the
member.
ARTICLE 41 - COMPENSATION
41.2.5 Adjustments and scales for 2007-2008
41.2.5.1 Individual salaries effective 1 May 2007.
All
members' nominal salaries shall be increased by the adjustments
described in (a) and (b) below.
(a) first, a special catch-up adjustment of 0.43% of the nominal
salary as of 1 May 2006, it being understood that the member's salary
shall not, as a result, exceed the ceiling for her rank in effect at
that time; then,
(b) an economic increase of 3.6% applied to the 30 April 2007 salary
after the adjustment under (a).
41.2.5.2 Scales
(a) Faculty members
Effective on 1 May 2007, the minimum for assistant professor shall be
increased by $2,066. In addition the minimum and maximum for each rank
shall be increased by 3.6%.
[
Scales for librarians, language teachers, counsellors, shall be adjusted
as per collective agreement rules.]
41.3 Progress-through-the-ranks
41.3.1 Faculty members
41.3.2.2 Old PTR increment: The old PTR increment used for
calculating PTR increases for faculty members equals
the previous year old PTR value adjusted by the
percentage increase applied to the salary scales for faculty members. As
a consequence, the PTR value for 1 May 2007 is $2,772.
the maximum salary for the rank of full professor (C) minus the
minimum salary for the rank of assistant professor (F), divided by 29;
(C-F)/29. The values of C and F used are those for the scale applicable
to the period beginning on the 1 May on which the PTR increases are
effective. Notwithstanding the foregoing formula, the PTR value for the
first 3 years of this collective agreement is set as follows:
41.3.2.3 New PTR increment: The grid [set out in 41.3.2.3] shall be
increased as per the collective agreement (i.e., 3.6%)
[PTR for librarians, language teachers, counsellors, shall be adjusted
as per collective agreement rules.]
ÉCHELLES SALARIALES
2007-2008 SALARY SCALES
|
|
minimum |
maximum |
|
chargé de cour / lecturer |
48681 |
64391 |
|
professeur
adjoint / assistant professor |
61597 |
85194 |
|
professeur agrégé / associate
professor |
68044 |
118161 |
|
professeur titulaire / full
professor |
81692 |
142627 |
|
|
|
|
|
bibliothécaire I / librarian
I |
45309 |
60573 |
|
bibliothécaire II /
librarian II |
53690 |
68922 |
|
bibliothécaire III /
librarian III |
63353 |
82383 |
|
bibliothécaire IV / librarian
IV |
72038 |
91072 |
|
bibliothécaire V / librarian
V |
81508 |
104363 |
|
|
|
|
|
professeur de
langue I / language teacher I |
43130 |
61084 |
|
professeur de
langue II / language teacher II |
51249 |
70285 |
|
professeur de
langue III / language teacher III |
57338 |
77612 |
|
professeur de
langue IV / language teacher IV |
63427 |
85194 |
|
|
|
|
|
conseiller I / counsellor I |
46725 |
56160 |
|
conseiller II / counsellor
II |
50522 |
69399 |
|
conseiller III / counsellor
III |
59973 |
88326 |
|
conseiller IV / counsellor
IV |
69399 |
103426 |
progrès dans le rang 2007-2008
progress-through-the-ranks
ANCIEN
PDR - OLD PTR
|
professeur /
professor |
2772 |
|
bibliothécaire / librarian |
1940 |
|
professeur de
langue I, II, III / language teacher I, II, III |
1830 |
|
professeur de
langue IV / language teacher IV |
2356 |
|
conseiller / counsellor |
1830 |
NOUVEAU
PDR - NEW PTR
|
échelle salariale
salary range |
valeur du PDR
PTR value |
|
moins de / less than 66145 |
3748 |
|
66145 - 67247 |
3638 |
|
67248 - 68349 |
3528 |
|
68350 - 69452 |
3418 |
|
69453 - 88193 |
3307 |
|
88194 - 89296 |
3197 |
|
89297 - 90397 |
3087 |
|
90398 - 91500 |
2976 |
|
91501 - 92602 |
2867 |
|
92603 - 99217 |
2756 |
|
99218 - 100319 |
2646 |
|
100320 - 101421 |
2535 |
|
101422 - 102525 |
2425 |
|
102526 - 103627 |
2315 |
|
103628 - 110241 |
2205 |
|
110242 - 111345 |
2095 |
|
111345 et plus / and over |
1984 |
|
