Breaking down our 2021 Salary Settlement

To help clarify some of the implications and motivations of items in the new salary settlement, we’ve once again asked our chief negotiator (Bryan Tolson, this time) to provide some commentary. Below is the full text of the agreement with annotations, but first, here’s a quick, plain-language summary of the items in the agreement:

  • 1% scale increases each year for three years.
  • $85 for eye exams (for each person every two years).
  • A new compassionate care and bereavement leave policy that will provide:
    • A salary top-up (to 85%, for up to eight weeks) for members on a Critical Illness Leave or Family Medical Leave (minus Employment Insurance benefits received)
    • Four weeks of fully paid bereavement leave on the death of a spouse/partner, child, or step-child; one week on the death of any other immediate family member, such as a parent or sibling.
  • A deadline to start collecting faculty equity data, including on race and Indigeneity, and an update to the current salary anomaly review to identify and correct race-based anomalies once the data is ready. Corrections will be retroactive to May 1, 2021, and race and Indigeneity will be factors in future salary anomaly reviews.
  • A Memorandum of Agreement update so that faculty teaching all three terms in a year can now carry two weeks of vacation forward each year (up from one); for lecturers, these weeks will not expire until after their next non-teaching term.

Interpreting the agreement

Bill 124 limitations

Bill 124 limits public sector employee compensation increases to a maximum of 1% each year for a three-year period (our period is May 2021 – April 2024). Specifically, our average salary increase is capped at 1%, and our total “compensation entitlements” (total salary plus all benefits), is also capped at a 1% increase. (See the appendix at the end of this post for the language in the bill itself). Note that selective salary increases (merit) are not affected and will continue as usual.

Our bargaining team estimated that after the 1% scale increase, we had over $600 per member remaining for other items over the three-year deal. Our certified forensic accountant, Linda Robinson, led these calculations. Our actuarial costing, led by Mary Hardy from the Department of Statistics and Actuarial Science, shows the settlement items have a projected total increase in compensation entitlements of only $160 (items 5 through 8 generate no increase at all). This leaves room for additional benefit enhancements, particularly in the third year of the agreement, in which there is no additional spending as a result of this agreement beyond the scale increase.

Continue reading “Breaking down our 2021 Salary Settlement”

So far in 2019…

It’s been a while since we’ve provided an update from the Board of Directors. Here’s a run-down of (almost) everything we’ve been working on since January. Our committees have also been very active this year and we’ll report on more of their work soon. Feel free to ask for more details in the comments or by email.

In no particular order:

1. We announced the lecturer salary threshold increase. This was a big win for lecturers. In case you missed it, here’s the gist: When your salary passes each threshold, your merit increase is reduced by a certain amount to slow down your rate of increase once you’re in that higher salary bracket. [Learn more about how this works.] The lecturer thresholds were too low, so lecturers were hitting them earlier in their careers than intended. Last year, we negotiated for a Working Group on Salary Structure to fix that, and they did. The Lecturers Committee held a packed celebration at the Grad House on June 11.

2. We cleared up a vacation issue for lecturers (and other faculty, but mostly lecturers) with a small change to the Memorandum of Agreement (MoA). Any member engaged in classroom teaching in all three terms is now entitled to carry over one week of vacation, for one year. You just have to notify your chair. Carrying forward one week or more of vacation was already (and still is) allowed for all members “in exceptional circumstances.” A formal announcement of the precise change is coming later this month.

3. We approved a change to the MoA that addresses issues with expense deadlines. Namely, we added more clarity on deadlines and Faculty Professional Expense Reimbursement Plan in general and the submission cycle is essentially shifted earlier to provide a reasonable amount of time for processing and approvals. A formal announcement of the precise change is coming later this month.

4. We participated in two separate provincial government consultations about 1) a cap on public sector wage increases and then 2) faculty simultaneously collecting a salary and pension. We are developing another formal response document for the end of the month to an additional government consultation session in late June on the potential for the Minister to write a regulation prohibiting collecting a salary and pension.  We will share in some way with members after it is submitted. Thanks to all members who have engaged with us in providing useful feedback. 

5. We supported faculty who teach Undergraduate Communication Outcomes Initiative (UCOI) courses in pushing back against an announcement about class sizes that contradicted Policy 40 (on the role of chairs). FAUW wanted to see appropriate (and required) levels of consultation and now believes such consultations are occurring. 

Continue reading “So far in 2019…”