The process by which the money in the three pools is to be allocated could definitely be better. This blog explains the problems the Association is attempting to rectify, and the objectives it is attempting to achieve, with our proposals.
As a matter of labour law if a party to a Collective Agreement has knowingly declined to enforce a provision of the Agreement, or where the parties have entered into a practice that is contrary to the plain language of the agreement, they may be estopped from enforcing the actual language of the collective agreement.
The salary structure of every university in Canada comprises, to a greater or lesser extent, two major components; across-the-board increases (Bargaining Blog 2012 – Salaries at Comparator Institutions) previously discussed), and progress through the ranks (PTR), which at UBC is also called the career advancement plan (CAP).
Salaries in most jobs are characterized by seniority-based pay systems. This is partially to account for increasing productivity over time, but primarily it is designed to defer compensation from the early part of the employee’s career to the latter part.
Before the University tabled its proposal with the Faculty Association, they suggested that the Association consider a two-year “rollover agreement” which would write in the 0/0% salary increases recommended by the province for the public sector but not otherwise discuss or negotiate any revisions or new language for our Collective Agreement.