Collective Agreement Between The University of British Columbia and The Faculty Association of The University of British Columbia, July 1, 2014 to June 30, 2016

• 4.01
  1. All CTLT credit courses shall be included in the calculation of an employee’s full-time equivalent (FTE). An FTE will be defined as 553 student credits per year. A student-credit is one student for one credit measured at the CTLT withdrawal deadline.
  2. Sessional Lecturers in CTLT will be paid on a per student-credit basis. Step 1 on the minimum scale will be $53.00 per student-credit. Progression to the next step on the scale will be on the basis of FTEs, being 553 student-credits if solely on the basis of CTLT instruction or an equivalent combination of CTLT instruction and other UBC sessional work. Sessional Lecturers with CTLT credit will progress according to steps established in UBC departments having 9 credits per term as a full-time sessional load.

Article 5. Lump Sum Payments

• 5.01 The Parties recognize each member of the bargaining unit has been paid an amount equal to 1% of salary as a development (fundraising) productivity lump sum payment. This lump sum payment will continue to be paid to each member of the bargaining unit effective June 30 of each year, beginning July 1, 2011.
• 5.02 All Sessional Faculty Members who held an appointment during the period from July 1 of one year to June 30 of the next, will receive the lump sum payment described in paragraph 5.01 above.

Article 6. Retention Fund

• 6.01 The University may increase salaries of continuing members of the bargaining unit for the purpose of retention. Any such increase in salary (which may occur at any time of the year) will reflect market considerations where market is disciplinary and/or merit based. In all circumstances, merit of the individual(s) must be demonstrated in market considerations. The total disbursement shall be $500,000 over the two years of the Agreement. The Faculty Association will receive an annual report of any such salary changes and the reasons for them. A list of those faculty members who are awarded retention shall be distributed individually to all members of the unit.

Article 7. Economic Benefits

The following benefits are available to members of the bargaining unit with appointments of at least 1 year and 50% workloads and to Sessional Lecturers with appointments of at least 4 months and 50% workloads. Sessional Lecturers with appointments less than 4 months or less than 50% workloads are eligible for benefits where specifically indicated. Detailed information is available at www.hr.ubc.ca/benefits/employment_group/faculty/.

• 7.01 Medical Services Plan of British Columbia
  
  Basic medical premiums (MSP) are 100% paid by members.
• 7.02 Extended Health Benefits

  Extended health premiums are paid by the University, except for Sessional Lecturers with appointments less than 4 months and less than 50% workloads where the premiums are shared; subject to the terms of the extended health plan, some of the plan features include:

  1. Vision care, up to $250 in any 24 month period per employee or dependent
  2. Pay-direct drug card for prescription drugs, up to 80% of cost
  3. Acupuncture/naturopath/podiatrist/chiropractor/speech pathologist combined up to $600 per year per employee or dependent
  4. Massage/physiotherapist combined up to $750 per year per employee or dependent
  5. Psychologist up to $1200 per year per employee or dependent
  6. Orthotics up to $400 per year per employee or dependent; unmarried children under 19 years old and living with the member are limited to $200 per year
  7. Hearing aids up to $900 per five-year period per employee or dependent
• 7.03 Dental Plan
  
  Dental benefits premiums are 100% paid by the University, except for Sessional Lecturers with appointments less than 4 months and less than 50% workloads where the premiums are shared; covered as follows and subject to the terms of the dental plan:
  
  
  1. 100% for basic preventative and restorative services (Plan A)
  2. 70% for major restorative services (Plan B)
  3. 65% (up to $3000 lifetime maximum per employee or dependent) for orthodontics (Plan C)
• 7.04 Basic Group Life Insurance

  UBC pays the premium for this benefit, a life insurance benefit that provides insurance equivalent to a full year’s salary (up to four times annual salary for younger faculty).

• 7.05 Employee and Family Assistance Program (EFAP)

  EFAP is a self-referred, confidential counselling advisory and information service for all members and their families. UBC pays 70% and the member pays 30% of the contributions to the plan: UBC pays $2.80/month and the member pays $1.20.

• 7.06 Faculty Pension Plan

  UBC’s Faculty Pension Plan is a defined contribution plan, with members contributing 5% of salary and UBC contributing 10%.

  For eligibility requirements, visit www.pensions.ubc.ca/faculty/glance.html.

• 7.07 Income Replacement Plan (Long Term Disability)

  The Income Replacement plan is an employee funded plan that provides eligible members with a monthly income benefit provided that the definition of disability is met and the member has been unable to work for a period of six months (the elimination period) as a result of the disability.

• 7.08 Tuition Fee Waivers

  Tuition waivers are available only to members and dependent children; spouses are not eligible for tuition benefits at UBC. Pro-rated benefits shall be provided to part-time faculty members and Sessional Lecturers.

  Members are entitled to up to 12 credits per year of undergraduate or graduate coursework.

  Dependent children are eligible for up to 120 credits of coursework in an undergraduate degree program. Dependent children must be under the age of 25 years when the session for which the Tuition Fee Waiver is applicable commences, and substantially dependent on you for financial support. In the event that a Member passes away while their dependent child is enrolled at UBC, this child will continue to be eligible up to the maximum credits.

• 7.09 Professional Development Reimbursement Fund
  
  
  1. Effective July 1, 2011 Faculty Association Members, excluding Sessional Lecturers without continuing status, are entitled to $1,100 of professional development reimbursement per year. The unused balance of a Member’s entitlement at the end of a year will be added to that Member’s entitlement for the next year to a maximum five-year accrual.
  2. Effective July 1, 2011 Sessional Lecturers without continuing status are entitled to a professional development reimbursement fund of $25 per credit per year. The unused balance of a Member’s entitlement at the end of a year will be added to that Member’s entitlement for the next year to a maximum two-year accrual.
  3. Monies unspent in a Member’s professional development fund (excluding Continuing and Non-continuing Sessionals Lecturers) shall be allocated to the Career Progress Increments pool at the end of the accrual period.
  4. Monies unspent in a Continuing or Non-continuing Sessional Lecturer’s professional development fund shall be allocated at the end of the accrual period to a teaching grant fund to be used by Sessional Faculty.
• 7.10 Dependent Benefits Coverage Following Death of a Member

  Following the death of a Faculty Member, extended health and dental benefits shall remain in effect for his or her dependents for a period of three months from the first of the month following his/her death. In addition, the Employee and Family Assistance Program shall continue as provided for in the Program.

• 7.11 The Centre for Teaching, Learning and Technology (CTLT) Sessional Faculty: Benefits

  In recognition that Sessional Faculty Members in The Centre for Teaching, Learning and Technology (CTLT) are not appointed or paid on the same basis as other Sessional Faculty Members, CTLT Sessional Faculty Members will be eligible for benefits on the following basis:

  For those Sessional Faculty Members with appointments less than 4 months and/or under 50% (Package 1):

  • Medical Services Plan (MSP)
  • Extended Health
  • Dental
  • Employee and Family Assistance Program (EFAP)

  For those Sessional Faculty Members with appointments of at least 4 months and 50% or greater (Package 2):

  • MSP
  • Extended Health
  • Dental
  • EFAP
  • Basic Group Life Insurance (BGL)
  • Optional Life Insurance
  • Optional Accidental Death & Dismemberment
  • Income Replacement Plan (IRP)
  • Pension
  • Tuition Fee Waiver

  As CTLT Sessional Faculty Members have fluctuating monthly salaries, eligibility for Package 2 will be assessed upon every DET appointment (normally every 2 months), on the following terms:

  1. To qualify for Extended Health, Dental, EFAP and the Faculty Pension Plan, the minimum salary must be reached within a 4-month period and will be effective 1st of the month following the determination of eligibility[1].
  2. To qualify for BGL and IRP, the minimum salary must be reached over the preceding 12 month period and effective 1st of the month following the determination of eligibility (therefore, after 12 months for both BGL and IRP).
  1. Benefits eligibility will be determined at the CTLT withdrawal deadline.

  The following scale provides the 4-month salary minimum per step on the salary scale[2]:

  Effective July 1, 2014

  Sessional Rate			CTLT Rate[3]	Sessional f/t for 4 months $	Sessional 50%for 4 months $
  Step	Per course credit	Registrations	Per student credit
  1	$2,130	30	$70.98	$19,165	$9,583
  2	$2,155	30	$71.84	$19,396	$9,698
  3	$2,183	30	$72.77	$19,646	$9,824
  4	$2,206	30	$73.55	$19,858	$9,929
  5	$2,234	30	$74.48	$20,108	$10,054
  6	$2,259	30	$75.30	$20,331	$10,165
  7	$2,285	30	$76.19	$20,571	$10,286
  8	$2,310	30	$77.01	$20,793	$10,396

  
  

  Effective July 1, 2015

  Sessional Rate			CTLT Rate[3]	Sessional f/t for 4 months $	Sessional 50% for 4 months $
  Step	Per course credit	Registrations	Per student credit
  1	$2,172	30	$72.40	$19,548	$9,775
  2	$2,198	30	$73.28	$19,784	$9,892
  3	$2,226	30	$74.22	$20,039	$10,020
  4	$2,250	30	$75.02	$20,256	$10,127
  5	$2,278	30	$75.97	$20,510	$10,255
  6	$2,304	30	$76.80	$20,737	$10,369
  7	$2,332	30	$77.72	$20,983	$10,491
  8	$2,357	30	$78.55	$21,209	$10,604

  
  

  [1] Please note that eligibility for the Faculty Pension Plan can also be based on a minimum of 24 continuous months (part-time or full-time) with earning of at least 35% of the Yearly Maximum Pensionable Earnings (YMPE) in each of the two consecutive calendar years. Please contact the Faculty Pension Plan Office for details.

  [2] Please note that this amount will be adjusted annually by negotiated increases; for future increases to The Centre for Teaching, Learning and Technology rate, see www.hr.ubc.ca/faculty-relations/compensation/.

  [3] See the Memorandum of Agreement re Tutors in The Centre for Teaching, Learning and Technology for the calculation.

• 7.12 Benefits for Faculty Working Beyond Normal Retirement Date
  
  
  1. Benefit plan coverage will continue for members who work past their Normal Retirement Date until the member receives retirement benefits, either voluntarily or as required by law (i.e., currently, under the Income Tax Act, a member must begin taking their pension at age 71), except as provided for in paragraphs d) and f) below. Coverage ends for all group benefits (with the exception of the Income Replacement Plan and Spousal Optional Life/Optional AD&D which ended post Normal Retirement Date).
  2. The following benefit plans available to members under the age of 65 remain in place for members who work past their Normal Retirement Date in accordance with the terms of the plans:
     
     
     • Extended Health Plan
     • Dental Plan
     • Optional Life Insurance for Members
     • Medical Services Plan
     • Employee and Family Assistance Plan
     • Professional Development Reimbursement Fund
     • Dependent Benefits Coverage Following Death of a Member
  3. The Faculty Pension Plan available to members under the age of 65 remains in place for members who work past their Normal Retirement Date in accordance with the terms of the plan and applicable legislation.
  4. The tuition fee benefit is not limited by age.
  5. The following benefit plan available to members under the age of 65 is reduced for those who work past their Normal Retirement Date:
     
     
     • Basic Group Life insurance coverage is reduced to 1.0 X basic earnings
  6. The following benefit plans will not be available to members who work past their Normal Retirement Date:
     
     
     • Optional Life insurance coverage for spouses
     • The Income Replacement Plan
  7. Sick Leave
     
     
     1. There will be no change to the terms and conditions pertaining to short-term sick leave as provided for in University Policy 62 (Leave Due to Illness of Members of Faculty).
     2. Where a member who continues to work past their Normal Retirement Date is unable to perform their duties because of illness or injury and has exhausted their short-term sick leave entitlement, the member may take an unpaid leave of absence. Basic Group Life and Optional Life insurance coverage, during the period of this unpaid leave of absence, may be maintained at the member’s cost for up to 24 months (maintenance of this coverage is extendable only with the approval of the carrier) and subject to the terms of the plan.

Appendix A

Please view the CPI Chart PDF.




Appendix B

LIBRARIANS & PROGRAM DIRECTORS in CONTINUING STUDIES

CAREER PROGRESS INCREMENTS

YEARS	UNITS
0	0
1	2.0
2	2.0
3	1.5
4	1.5
5	1.5
6	1.5
7	1.5
8	1.5
9	1.0
10	1.0
11	1.0
12	1.0
13	1.0
14	1.0
15	0.5
16	0.5
17	0.5
18	0.5
19	0.5
20	0.5
21	0




Memorandum of Agreement: Point Grey Commerce Faculty Association Subsidiary Agreement

Pursuant to Article 9 of the Agreement on the Framework for Collective Bargaining between the University and the Faculty Association of the University of British Columbia (“the Faculty Association”), the University and the Faculty Members of the Faculty of Commerce and Business Administration (Sauder School of Business) enter into a subsidiary agreement on July 9, 2014 with the following terms:

1. While recognizing that current financial conditions will not allow for the provision of additional salary support for faculty members in the Faculty at this time, the University will continue to monitor the challenges faced by the Faculty in hiring and retaining research faculty and will enter into discussions with the Faculty to try to address these challenges at the next round of bargaining.

2. When additional funding for salary support for faculty in Sauder is available, determination of increases to individual faculty members will be based on market comparisons with other comparable institutions for Sauder faculty in general and for the various fields and areas of expertise within the Sauder School of Business. The purpose of any supplemental salary increase will be to address the ability of the Faculty to retain faculty in the higher demand fields while recognizing that individual merit is also a significant factor.

3. Any such increases will be determined in accordance with items 1 and 2 above by the Dean of the Faculty in consultation with representatives of Sauder’s Performance Advisory Committee and the Point Grey Commerce Faculty Association, and will be subject to the approval of the Provost and Vice President Academic.

4. This subsidiary agreement is subject to ratification by members of the Sauder School of Business, members of the Faculty Association and by the Board of Governors under the Agreement on the Framework for Collective Bargaining between the University and the Faculty Association.

Signed effective this 9th day of July, 2014

For the University of British Columbia: Allison Matacheskie, Director, Faculty Relations

For the UBC Point Grey Commerce Faculty Association: Katherine White, Point Grey Commerce Faculty Association