Aupe Collective Agreement Uofc

The academic component of the university`s budget is such that it can easily be seen as a reduction target. However, academic salaries, whether in arbitration or a free collective bargaining system, still have market factors and comparisons that, at least in part, fuel expectations. Are you looking for your collective agreement or the last minutes of the meeting? Browse the list of downloadable documents. Renewal contract: effective April 1, 2018 to March 31, 2020. Signing June 12, 2019. rejected the employer`s request for withdrawal and referred to the absence of examples of such an outcome in free collective bargaining. He took the words of Adjudicator Peltz: the university was asked whether the legislation, arbitration delayed and brought the PBCO and ministerial directives into public sector negotiations, provided that any power of an arbitrator, under this salary re-opening, to ignore the parameters established by the parties. It was not in a position to draw attention to such authority. I have reviewed this legislation and I cannot find a legal basis on which I can change the contractual mandate that the parties have given me in their agreement…. The first point was related to the “provincial mandate.” In awarding the award, Arbitrator Andy Simms expressly rejected the University of Calgary Administration`s position that a “provincial mandate” can be used to repeal the provisions of a collective agreement or that it should play a role in arbitration decisions. In his analysis of the administration`s argument, he writes that, in an attempt to justify the deviation of its proposal from the contractual domain stipulated in the conciliation agreement, it argues that an increase is also supported on the basis of the projected changes in the cost of living…. Academic staff perform a range of important teaching and research tasks.

Academics do not benefit much from the growth of the economy compared to workers in other sectors. For this reason, it is not inappropriate to see their salaries increase for this year in order to compensate them at least for their declining purchasing power. sick leave: 70% of the salary for 130 working days during which the illness begins; 100% of salary for each of the first 20 working days of illness and 70% of the normal salary for each of the following 110 days of work after 3 months of service; 100% of salary for each of the first 25 working days of the illness and 70% of the normal salary for each of the following 105 days of work after 1 year of service; 100% of salary for each of the first 45 working days of the illness and 70% of the normal salary for each of the following 85 working days after 3 years of service; 100% of salary for each of the first 55 working days of the illness and 70% of the normal salary for each of the following 75 working days after 4 years of service; 100% of the salary for each of the first 70 working days of the illness and 70% of the normal salary for each of the following 60 working days after 5 years of service.