Q. In what order do employees receive the negotiated increases
Q. What happens if an employee’s salary is less than 2% below the maximum for his/her salary range?
Q. What if an employee’s current salary is above the maximum for his/her salary range?
Q. When does an employee receive the salary changes and retroactive payments?
Q.What changes have occurred to the Shift Premium?
Q.What changes have occurred to the Shift Differentials?
Q.What is the newly implemented standby premium?
Q.What changes were made to the Workers Compensation Article?
Q.What changes were made to the Employee Development Fund?
Q.If an employee already applied for reimbursement under the personal/self development portion of the Employee Development Fund will he/she receive the reimbursement?
Q.What changes were made to the benefits plan?
Q.What is the Flexible Spending Program?
Q.How do employees allocate their Flexible Spending Program credits?
Q.When can an employee allocate the Flexible Spending Program credits to their Health Spending Account or Wellness Spending Account?
Q.Can an employee change their allocation decision?
Q.What if an employee does not return the Flexible Spending Program Credit Allocation Form by June 30, 2010?
Q.Can an employee claim expenses incurred before July 1, 2010 for the Flexible Spending Program?
Q.Where can an employee find detailed information on the Flexible Spending Program?
Q.What changes have occurred to the Non-Academic Pension Plan?
Q.What changes were made to personal leave?
Q.In accordance with Article 8.3, how should feedback be given to unsuccessful applicants on their non-selection for a position?
A.The negotiated increases are implemented in the following order:
A.The employee will receive the portion of the market adjustment that brings their salary to the maximum.
A.Any employee who is currently being paid above the maximum for their new salary range will not receive salary adjustments until their salary range increases to a level where their salary is within the range again. (Salary ranges increase by 3% in 2010, 2011 and 2012 for phase 1 and 2 and by 2% in 2010, 2011 and 2012)
A. New salaries, reflective of the 2010 negotiated increases, will appear on the June 2010 paycheque. Retroactive payments will appear on the July 2010 paycheque and will incorporate retroactive payments effective to June 1, 2010.
A.The shift premium for regularly scheduled work outside the hours of 8:00 a.m. to 6:00 p.m. increased from $0.90 per hour to $1.00 per hour effective June 1, 2010.
A.The shift differentials increased to or remained at $80 per month effective June 1, 2010.
A. The standby premium applies to employees who are asked to be on standby (on-call) and immediately available to return to work outside of the employee’s regular scheduled hours.
Employees who are designated by the employer to be on standby will receive one hour of pay at their regular rate for each eight (8) hour period on standby or portion thereof. When an employee is called in to work the employee will be compensated for the actual hours worked, including overtime where applicable.
A.The use of accumulated sick leave to top up workers’ compensation benefits will be discontinued as of June 1, 2010. Where an employee is injured at work the provisions of The Workers Compensation Act apply. When filling out the WCB forms the option for payment of any wage loss on the E1 form (Question 17) for employers and W1 form for employees (Question 15) should be payable to the employee, not the employer.
The personal/self development portion of the fund is being replaced with the Flexible Spending Program, effective July 1, 2010.
A. Yes, all those who were eligible for reimbursement as of May 1, 2010, and who submitted applications prior to the depletion of the fund, will receive a reimbursement on their May 2010 pay.
A:The changes to the benefits plan are effective June 1, 2010 and include:
Short-term Disability Plan (Long-term Disability Qualifying Period)
Flexible Spending Program
A: Effective July 1, 2010, the Flexible Spending Program provides eligible employees with an allotment of $100 per year which can be used through two separate accounts:
A. Eligible employees may allocate credits to either the Health Spending Account or the Wellness Spending Account, or split them between the two accounts by submitting the Flexible Spending Program Credit Allocation Form to Human Resources with the allocation decision.
A. For 2010, eligible employees will be asked to complete a Flexible Spending Program Credit Allocation Form and return the allocation decision to Human Resources prior to July 1, 2010.
In subsequent years, eligible employees will have the opportunity to allocate credits on an annual basis before the start of the each new plan year (January 1).
A.An eligible employee’s credit allocation choice is irreversible after June 30, 2010 for this benefit year.
A. If the allocation form is not submitted, the eligible employee’s total Flexible Spending Program credits will be automatically allocated to the Health Spending Account.
A. No. Any expenses that are incurred before July 1, 2010 are not eligible to be reimbursed from the Flexible Spending Program.
A. Detailed information on the Flexible Spending Program, including eligibility, credit allocation, credit accrual, eligible expenses, taxation, and claim procedures can be found on Human Resources’ website through the following
A. The following is a summary of changes to the Non-Academic Pension Plan:
A. An employee may now use the two days per year under the personal leave provision for either emergent or non-emergent situations.
A. Unsuccessful applicants may contact the hiring manager to receive feedback. Feedback should be given verbally and include information regarding the qualifications they didn’t meet. The focus of the conversation is intended to be developmental.
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