Frequently Asked Questions - Compensation (CUPE)
View Frequently Asked Questions regarding the new CUPE 1975 Agreement 2004 - 2006
Q. What wage increases were negotiated in the new agreement?
Q. How will I find out what my rate of pay will be on March 1, 2006?
Q. When will I get my new rate of pay?
Q. When will I get my retroactive pay?
Q. Who will get retroactive pay?
Q. How does an Apprentice get the EI top-up?
Q. How much is the premium for unsocial hours worked?
Q. How was the equity point determined?
Q. How were the wage ranges determined?
Q. Is the equity point for Phase 6 correct?
Q. What is my increment date?
Q. How much is an increment?
Q. What if, after comparing my job to the Job Placement Manual, I think that my job is placed in the incorrect job family and/or phase
within the new CUPE 1975 compensation model?
Q. What is the Reconsideration Request Form?
Q. What happens if a position is moved to a phase with a higher wage range as a result of the Reconsideration process?
Q. What happens if a position is moved to a phase with a lower wage range as a result of the Reconsideration process?
Q. What if an employee or supervisor/manager do not agree with the outcome of the reconsideration review?
Q. What is the appeal process?
Q. What is the difference between Article 11.2 and a reconsideration review?
Q: What wage increases were negotiated in the new agreement?
A. A 2% increase effective January 1, 2004 and a 2% increase effective January 1, 2005
Implementation of a new compensation model effective March 1,2006
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Q: How will I find out what my rate of pay will be on March 1, 2006?
A. Individual letters will be sent to all employees outlining where they are placed in the new compensation model and what their new rates of pay will be.
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Q. When will I get my new rate of pay?
A. Your new rate of pay will be on your March 2006 pay.
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Q. When will I get my retroactive pay?
A. Retroactive payments will be on your pay by May 2006
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Q. Who will get retroactive pay?
A. Employees who were actively at work in positions within the CUPE 1975 bargaining unit will receive retroactive pay up to their last break in service. No retroactive pay will be paid to people who were not actively employed in positions within the CUPE 1975 bargaining unit on March 1, 2006.
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Q. How does an Apprentice get the EI top-up?
A. Apprentices on education leave to attend necessary training may be eligible for an EI top-up to their salary, provided they are in receipt of HRDC EI benefits. The top-up is the difference between the EI benefits the apprentice qualifies for and 95% of the apprentice's salary. Guidelines for applying for the EI top-up are currently under development.
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Q. How much is the premium for unsocial hours worked?
A. The premium has been increased from $.65 per hour to $.80 per hour.
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Q: How was the equity point determined?
A. The equity point was determined by using the male wage line from job evaluation and applying it to the phases to bring about internal equity.
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Q: How were the wage ranges determined?
A. The wage ranges were determined by primarily using market information to address external equity. To view the wages ranges, click here.
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Q: Is the equity point for Phase 6 correct?
A. Yes, the equity point is $23.19.
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Q: What is my increment date?
A: To recognize growth in proficiency from experience and a satisfactory level of performance to employees with greater than one year of continuous service, an employee will receive an increment on January 1st of each year, starting January 1st, 2007.
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Q: How much is an increment?
A: If you were hired prior to March 1, 2006, then your increment would be 2.5% if your base wage is below the equity point up to the maximum of the wage range or 2% if your base wage is at/above the equity point up to the maximum of the wage range.
If you were hired on or after March 1, 2006, then your increment is 2% up to the maximum of the wage range.
If your base wage is above the maximum of the wage range, then you are not eligible for an increment.
Employees with less than one year of continuous service will be eligible for a prorated increment on the basis of the number of days by which their employment precedes January 1.
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Q. What if I think, after comparing my job to the Job Placement Manual, that my job is placed in the incorrect job family and/or phase within the new CUPE 1975 compensation model?
A. A one-time reconsideration of the initial placement in the new CUPE 1975 compensation model may be initiated by an employee or the supervisor/manager during the implementation phase (4 month period of March 1, 2006 to June 30 th, 2006).
To initiate a reconsideration request, the employee and the supervisor/manager must jointly complete a Reconsideration Request Form and submit to Human Resources by 4:00p.m. on June 30 th, 2006.
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Q. What is the Reconsideration Request Form?
A. . The Reconsideration Request Form is designed to provide an accurate understanding of the nature of work the position is a part of, with a primary purpose statement that explains the reason the position exists, with the minimum education and experience required to meet the needs of the position, and a list of the main duties of the position. indicate that both parties agree with the information that is being provided. The employee or the supervisor/manager do not have to agree with the actual request for reconsideration but they do have to agree that the information that is being provided accurately reflects the position that is being put forward for reconsideration.
To view a sample of a completed Reconsideration Request Form, click here.
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Q. What happens if a position is moved to a phase with a higher wage range as a result of the Reconsideration process?
A. If the job is placed in a phase with a higher wage range, then the employee will receive any wage adjustments according to the terms of the new collective agreement settlement. Their base wage, effective February 28th, 2006, will be reviewed and compared to the new wage range.
If the base wage, effective February 28 th, 2006, is lower than the new wage range, then the base wage will be adjusted to the minimum of the new base range and either a 2% or 2.5% increase will be applied, depending on if the minimum of the range is below or at/above the equity point effective March 1, 2006.
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Q. What happens if a position is moved to a phase with a lower wage range as a result of the Reconsideration process?
A. Employee’s base wage will not be reduced as a result of a reconsideration.
If your base wage, effective March 1, 2006, is within the new wage range, then you will receive an increment on January 1 st of 2.5% if your base wage is below the equity point or 2% if your base wage is at/above the equity point..
If your base wage, effective March 1, 2006, is above the maximum of the new wage range, then your base wage will be red-circled. You will not receive any base wage increases until the maximum of the wage range exceeds your base wage.
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Q. What if an employee or supervisor/manager do not agree with the outcome of the reconsideration review?
A. The employee or department may appeal the outcome of the reconsideration review in writing to Human Resources within 30 calendar days from the notification of the outcome of the reconsideration.
The employee or the department may submit additional information in writing as part of the written appeal to Human Resources.
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Q. What is the appeal process?
A. The appeal process consists of a Joint Management/CUPE 1975 Appeal Committee (maximum of 4 members – 2 members from each group.) that will review and evaluate the appropriateness of the original reconsideration review decision, taking into consideration any new information provided. The employee, supervisor or manager may attend the Appeal.
Please note that the person who carried out the reconsideration review of the job that is being appealed shall not sit on the Appeals Committee for that job, except by mutual agreement of the University and the Union.
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Q. What is the difference between Article 11.2 (Placement and Review of Positions) and the reconsideration review?
A. The reconsideration review is a one-time review process during the period of March 1 to June 30, 2006 for employees and supervisors/managers to have a position reviewed that was placed in the new CUPE 1975 compensation model effective March 1, 2006. Article 11.2 is the on-going review process.
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