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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

The Collective Agreement (PDF) between UBC and the UBC Faculty Association has been ratified, by both the UBC Board of Governors and the UBC faculty. All changes are effective on the date of the Arbitration Award (March 31, 2016) unless otherwise noted. The new Agreement has a two-year term and expires on June 30, 2016.

• Part 1: Framework For Collective Bargaining



1. Interpretation

PART A - Association Recognition Rights

2. Bargaining Unit
3. Bargaining Agent
4. No Discrimination
5. Recognition of Representatives
6. Check-Off of Association Dues and Membership Information
7. Personnel Files

PART B - Collective Bargaining

8. Duty to Bargain in Good Faith
9. Procedures for Collective Bargaining
10. Request for Funds
11. Arbitration (Interest)
12. Prohibition of Strikes and Lockouts

PART C - Rights and Practices

13. Notification of Workload
14. Non-Interference with Rights under Agreement
15. Allocation of Discretionary Funds
16. Preservation of the Traditional Role of the Association
17. Preservation of Past Rights and Practices
18. Liability Insurance
19. Retirement

PART D - Grievances and Settlement of Disputes

20. Grievance and Arbitration Procedures

PART E - Final Clauses

21. Extension of Time Limits
22. Ratification of the Collective Agreement
23. Entry into Force
24. Copies of the Agreement
25. Duration of the Agreement
26. Amendments

Appendix A - Exclusions from the Bargaining Unit

Letter of Understanding 1 Re: Exclusion of New Positions(s) from Faculty Bargaining Unit

Letter of Understanding 2 Re: Retirement Options

• Part 2: Salaries and Economic Benefits


1. Interpretation
2. Continuing Members of the Bargaining Unit: Salaries
• 2.01 General Salary Increase
• 2.02 Career Progress Increments
• 2.03 Career Progress Increments for Length of Service
• 2.04 Merit Awards
• 2.05 Performance Salary Adjustments (PSA)
• 2.06 Award for Merit and PSA for Heads
3. Minimum Salary Scale for General Librarians
4. Minimum Salary Scale for Sessional Lecturers
5. Lump-Sum Payments
6. Retention Fund
7. Economic Benefits
• 7.01 Medical Services Plan of British Columbia
• 7.02 Extended Health Benefits
• 7.03 Dental Plan
• 7.04 Basic Group Life Insurance
• 7.05 Employee and Family Assistance Program (EFAP)
• 7.06 Faculty Pension Plan
• 7.07 Income Replacement Plan (Long Term Disability)
• 7.08 Tuition Fee Waivers
• 7.09 Professional Development Reimbursement Fund
• 7.10 Dependent Benefits Coverage Following Death of a Member
• 7.11 CTLT Sessional Faculty: Benefits
• 7.12 Benefits for Faculty Working Beyond Normal Retirement Date
8. Appendix A
9. Appendix B
10. Memorandum of Agreement Point Grey Commerce Faculty Association Subsidiary Agreement

• Part 3: Leaves of Absence


1. Leave During Pre-Tenure Period
2. Study Leave
3. Leave for Improving Basic Qualifications
4. Leave Without Pay or Benefits
5. Leave at the Request of the University
6. Maternity and Parental Leave
7. Leave in Special Circumstances
8. Vacation

• Part 4: Conditions of Appointment for Faculty


1. Interpretation
2. Types of Appointments
3. Titles and Ranks
4. Criteria for Appointment, Reappointment, Tenure and Promotion
5. Procedures for Appointment, Reappointment, Tenure and Promotion
6. Policy Respecting Faculty with Familial Ties
7. Period of Notice
8. Appointments Involving Salaries from Non-University Funds
9. Periodic Review for Promotion
10. Disciplinary Measures
11. Procedures in the Case of Emotional or Physical Incapacity
12. Financial Exigency and Redundancy
13. Appeal of Decisions on Reappointment, Tenure and Promotion
14. Letter of Understanding #1

• Part 5: Conditions of Appointment for Librarians


1. Interpretation
2. Types of Appointment
3. Criteria for Appointments
4. Procedures for Appointments – General Provisions
5. Initial Appointments
6. Confirmed Appointments (other than initial confirmed appointments)
7. Vacations and Leave
8. Policy Respecting Faculty with Familial Ties
9. Disciplinary Measures
10. Financial Exigency and Redundancy
11. Letter of Understanding # 1

• Part 6: Conditions of Appointment for Program Directors in Continuing Studies


1. Interpretation
2. Types of Appointment
3. Criteria for Appointments
4. Procedures for Appointments
5. Appeal of Decisions on Confirmed Appointments
6. Consultation
7. Study Leave
8. Familial Ties
9. Disciplinary Measures
10. Procedures in the Case of Emotional of Physical Incapacity

• Part 7: Conditions of Appointment for Sessional Lecturers


Preamble
1. Interpretation
2. Appointment Process
3. Reappointment
4. Assessment of Length of Service
5. Continuing Appointments
6. Assignments
7. Evaluation of Initial Appointment
8. Performance Evaluation
9. Consultation Process at the Departmental Level Regarding Appointment and Reappointment
10. Non-Renewal of Appointment
11. Termination of Sessional Appointments
12. Eligibility for Other Appointments
13. Leave of Absence Without Pay or Benefits
14. Expedited Grievance Procedure / Expedited Arbitrator (EA)
15. Procedures for the Library, Institutes, Schools and Faculties without Formal Departments
16. Vacation and Benefits
Appendix A. Letter of Understanding re Calculation of Length of Service

• Part 8: Reduced Appointments


• 1.01 Interpretation
• 2.01 Appointment Terms
• 2.02 Approval Process
• 2.03 Types of Reduced Appointments
• 2.04 Rank at Return to Full-Time
• 3.01 Pro-Rated Salary
• 3.02 Salary Adjustments
• 4.     Benefits
• 5.     Promotion
• 6.01 Faculty Association Representation
• 6.02 Information for the University and the Faculty Association
• 7.     Applicability of Agreement and Policies
• 8.01 Termination of Part 8: Reduced Appointments
• 8.02 Amendments to Part 8: Reduced Appointments

• Part 9: Termination or Non-Renewal of Faculty Appointments for Financial Exigency


1. Financial Exigency
2. Prohibition of Appointments
3. Redundancy in a State of Financial Exigency
4. The Termination or Non-Renewal of Appointments
5. Joint Appointments
6. Review of Decisions
7. Notice
8. Compensation
9. Preference for Re-Appointment
10. Acquired Rights
11. Concluding Provisions

The University of British Columbia and the Faculty Association of the University of British Columbia have agreed on the following conditions for reduced appointments. The purpose of Part 8: Reduced Appointments is to describe the conditions for reduced appointments.

Article 1 Interpretation

• 1.01 Wherever in Part 8: Reduced Appointments the titles Vice President Academic and Dean are used, the reference shall include the Deputy Vice Chancellor, the Librarian and the Executive Director of Continuing Studies where the context so requires.

Article 2

• 2.01 Appointment Terms

  Where it is agreeable to both the University and the individual, a reduced appointment may be offered or requested, on either a continuing basis or for an agreed term to a member of the bargaining unit who holds a tenured, confirmed or continuing appointment. The duration and nature of the reduced commitment, once made, may not be changed without the agreement of both the member and the University. While members on reduced appointments do not have prior claim on or right of expectation to any other full- or part-time position at the University beyond the current appointment, they have the same rights to apply for other positions as anyone else.

• 2.02 Approval Process
  
  
  1. The member and the head discuss a reduction in responsibilities and if they agree, the head makes a recommendation to the Dean with a copy to the member. The recommendation contains the reasons for the reduced appointment, the precise allocation of duties that would be performed, the time in which the duties would be performed, the percentage of full-time to be worked, the appropriate reporting mechanisms, and the term of the reduced appointment.
  2. The recommendation is forwarded through the Dean, the Vice President Academic to the President, so long as each is in agreement with it. If any of the administrators listed disagree with the recommendation, written notification that the recommendation was declined is provided to the Faculty Association, head and member. The head and member are also provided with written reasons.
  3. The President, if he/she agrees with the recommendation, forwards the recommendation to the Board of Governors for approval. The decision to grant or refuse a reduced appointment lies with the University.
  4. If approved by the Board of Governors, the member and the Faculty Association are notified and the detailed recommendation is placed in the member’s personnel file.
• 2.03 Types of Reduced Appointments

  Types of arrangements for reduced appointments range from full workload for part of the year in combination with no assigned duties in the balance, to partial workload for all or part of the year. In no case is the reduced appointment to fall below 50% of full-time, calculated as a percentage of annual full-time employment.

• 2.04 Rank at Return to Full-Time

  If a transfer back to full-time employment is agreed, the rank held at the time of the transfer back to full-time will be unchanged.

Article 3

• 3.01 Pro-rated Salary

  A member on a reduced appointment is assigned a “base salary rate”, computed as if the member were continuing on full-time status. The “actual salary” to be paid the member shall be pro-rated from the base salary rate in direct relation to the approved reduction in duties for the reduced appointment. This pro-ration, based upon agreed responsibilities and time commitments is subject to approval by the Vice President Academic.

• 3.02 Salary Adjustments

  All relevant salary adjustments shall be applied to the base salary rate. When considered for salary adjustments, a member on a reduced appointment is assessed on his/her actual assignments.

Article 4. Benefits

• 4.01 Members on reduced appointments are entitled to continue to participate in the following benefit plans:
  
  
  • UBC Faculty Pension Plan: Contributions by the individual and UBC are based on actual salary paid. However, if the reduced appointment starts after the 55th birthday of a member who has at least 15 years of full-time service at UBC, both the University and the member will continue to pay contributions to the Pension Plan based on the “base salary rate”.
  • Long Term Disability Benefit: Premiums and benefits are based on actual salary paid.
  • Group Life Insurance: Contributions and benefits are based on actual salary paid.
  • Optional Group Life Insurance, Spousal Insurance and Accidental Death/Dismemberment Insurance: There is no reduction in contributions.
  • MSP, Extended Health, Dental Plans and Employee and Family Assistance Program: The same contributions/ deductions made/taken as for full-time members.
  • Sick Leave: Salary received during sick leave is based on actual salary received prior to the sick leave commencing.
  • Canada Pension, Employment Insurance, Workers’ Compensation: These benefits are available according to the applicable government regulations.
  • Member and Dependent Tuition Waiver: Available.

Article 5. Promotion

• 5.01 For the purpose of assessment for promotion, the criteria are the same as for full-time appointments, but take into account the nature of the reduced appointment.

Article 6

• 6.01 Faculty Association Representation

  Members on reduced appointments under this Agreement are represented by the Faculty Association.

• 6.02 Information for the University and the Faculty Association

  The University will provide a report annually on members holding appointments under this Agreement. The report will include name, department, percentage part-time, term-date of the reduced appointment if applicable, and other information as may be agreed by the Parties.

Article 7. Applicability of Agreement and Policies

• 7.01 Except as modified by Part 8 of this Agreement, a member on a reduced appointment has all the rights and the duties in the Agreement and UBC policies as amended.

Article 8

• 8.01 Termination of Part 8: Reduced Appointments

  This Agreement may be terminated by either party, provided one years written notice is given to the other party. If this Agreement is terminated, that termination will have no effect on members holding appointments under this Agreement; those appointments will continue to be governed as if this Agreement were in effect.

• 8.02 Amendments to Part 8: Reduced Appointments

  Amendments to this Part may be made by agreement of the Parties at any time.