Q: How were the reconsideration submissions reviewed?
Q: Will there be an increase in base wage if the position has been moved to a different family or phase as a result of the reconsideration?
Q: What options are available if an employee disagrees with the reconsideration outcome?
Q: What documentation is needed to appeal the decision?
Q: Who reviews the appeal?
Q: How will the Joint Appeal Committee make its decision?
Q: Can the decision of the appeal committee be challenged?
Q: What will happen if the Joint Appeal Committee cannot reach consensus on the outcome of an appeal?
Q: If the duties of a position have changed since the position was submitted for reconsideration can the position be submitted for a review?
Q: If the employee that submitted for reconsideration has left the position, can the new employee in the position submit an appeal?
Q: If the employee who submitted the reconsideration has left the position can they submit an appeal?
Q: Is an employee entitled to a retroactive payment if they have left the position and assumed another CUPE position after they submitted a reconsideration?
Q: Is an employee entitled to a retroactive payment if they have retired from the University after they submitted a reconsideration request?
Q: Is an employee entitled to a retroactive adjustment if they went on a leave of absence after submitting a reconsideration request?
Q: If the employee is entitled to an increase in wage, when will the wage adjustment occur?
Q: How were the reconsideration submissions reviewed?
A: HR assessed submissions using the criteria set out in the Job Placement Manual. The key criteria used to assess the family and phase were: the primary purpose of the position, nature of the work, accountabilities associated with the position, education and experience requirements, provided in the submission.
Other information considered, included:
Q: Will there be an increase in base wage if the position has been moved to a different family or phase as a result of the reconsideration?
A: If the position was moved to a different family but remained the same phase, the base wage will not be changed.
If the position was placed in a higher phase within a family, the base wage may or may not be changed. The change in salary is dependent on the wage prior to March 1, 2006:
Q: What options are available if an employee disagrees with the reconsideration outcome?
A: The employee or employee’s manager has the option to appeal the outcome of the reconsideration. The appeal must be submitted in writing to Human Resources within 30 calendar days of receiving notification of the reconsideration outcome.
Please Note: An extension has been granted for CUPE 1975 appeals, the new deadline is April 30, 2007.
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Q: What documentation is needed to appeal the decision?
A: An “Appeal Position Review Form” needs to be submitted to Human Resources. This form can be found on our website at http://www.usask.ca/hrd/employees/compensation_2006.php. If the employee does not have access to the internet please contact our office at 966-6291 and a form will be provided.
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A: The Joint Appeal Committee (JAC) (consisting of two CUPE and two management representatives appointed by the parties) will review the appeal and render a decision. No person who carried out the reconsideration review of the job that is being appealed shall sit on the appeals committee, except by mutual agreement of the University and Union.
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Q: How will the Joint Appeal Committee make its decision?
A: The appeal committee will be provided the appeal position review form and will review the information provided. Appeals will be assessed using the criteria set out in the Job Placement Manual. If the JAC determines that the position is not appropriately placed, then the job will be placed in the appropriate family and phase and the base wage will be reviewed.
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Q: Can the decision of the appeal committee be challenged?
A: No, decisions of the Joint Appeal Committee are final and not subject to the grievance procedure.
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Q: What will happen if the Joint Appeal Committee cannot reach consensus on the outcome of an appeal?
A: In the event that the JAC does not reach consensus, the parties will seek the assistance of a mutually agreed to third party expert.
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Q: If the duties of a position have changed since the position was submitted for reconsideration can the position be submitted for a review?
A: Yes. In accordance with Article 11.2.2 a position can be submitted for a review to Human Resources on an on-going basis. Wage adjustments as a result of the review will be effective to the first of the month closest to the date the request for review was received by Human Resources.
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Q: If the employee that submitted for reconsideration has left the position, can the new employee in the position submit an appeal?
A: No. Appeal rights only apply to the employee that submitted the reconsideration. The new employee would be required to submit a separate review article 11.2.2.
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Q: If the employee who submitted the reconsideration has left the position can they submit an appeal?
A: No. Appeals can only be made if the employee who submitted the reconsideration still occupies the position under review.
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Q: If the position has moved to a higher phase does the employee automatically receive a retroactive wage adjustment?
A: If the base wage before March 1, 2006 is above equity point within the wage range of the higher phase/family or if the base wage is above the maximum of the higher phase, the employee will not receive a retroactive payment.
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Q: Is an employee entitled to a retroactive payment if they have left the position and assumed another CUPE position after they submitted a reconsideration?
A.: If the employee’s previous position has been placed in a higher phase as a result of the reconsideration review, a retroactive wage payment would apply. The retroactive adjustment will be calculated up to the end date in the position the employee had left to assume a new CUPE.
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Q: Is an employee entitled to a retroactive payment if they have retired from the University after they submitted a reconsideration request?
A: If the position is placed in a higher phase as a result of the reconsideration review, a retroactive wage payment will be applied.
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Q: Is an employee entitled to a retroactive adjustment if they went on a leave of absence after submitting a reconsideration request?
A: If the position is placed in a higher phase as a result of the reconsideration, any retroactive wage payment that the employee may be entitled to will apply. The retroactive payment is paid only for the time worked from March 1, 2006.
Q: If the employee is entitled to an increase in wage, when will the wage adjustment occur?
A: The adjustment will appear on the March pay.
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