Call: 306-966-2471
Email: aspa@aspasask.ca

Bargaining Updates

ASPA Compensation and Benefits Adjustments

January 26, 2012

The recently negotiated collective agreement has been ratified by the Administrative and Supervisory Personnel Association (ASPA) and the University of Saskatchewan Board of Governors. This memo summarizes compensation, benefit and pension adjustments that are being processed for employees' in-scope of ASPA.

Compensation

The following changes are effective May 1, 2011

Salary and Salary Range Adjustments

Employees who are active or on paid leave as of January 1, 2012 will receive:

  • a 1.5% general market adjustment on the January 31, 2012 pay

  • retroactive payment for the period May 1, 2011 to December 31, 2011 on the February 29, 2012 pay

Employees who are on a leave without pay as of January 1, 2012 will receive:

  • a 1.5% general market adjustment upon their return from leave

Individual adjustments can be viewed by signing into PAWS and navigate to the Admin Services tab, My Employment, Compensation History.

New salary ranges can be accessed on the Human Resources website.

The following changes are effective May 1, 2012:

Merit Awards

The 2% merit award budget allocation has been broken down into the following:

  • 1.33% of ASPA salaries will be allocated to base salary merit

  • 0.67% of ASPA salaries will be allocated to lump sum bonuses

Merit awards are provided to up to 60% of employees’ in-scope of ASPA to recognize proficiency, growth and levels of performance that are considerably better than what is viewed as “normal” and recognise exceptional performance. The total number of employees receiving merit within a college or administrative unit shall not exceed 60% (20% for lump sum bonuses and 40% for base salary increases).

For questions regarding compensation, please contact Steve Laycock at 966-1677.

Benefits

The following changes are effective January 1, 2012:

Leaves

The following change has been made to Article 20.7 Leaves, Maternity, Adoption and Parental:

  • an increase in the allowable leave for the 95% supplemental parental/adoption leaves from 4 weeks to 21 weeks

Parental/adoptive leave salary supplements will be paid at the new rate on January 31, 2012 pay.

Post-Retirement Spending Account

A new Post-Retirement Spending Account is available to employees retiring after June 30th following the age of 55, with a minimum of ten (10) years of service will be eligible for this spending account. This account provides the following:

  • $1,000 for each of the first two (2) years following retirement

The account will reimburse premiums paid to private health and dental insurance plans only. An information bulletin regarding the Post Retirement Spending Account can be accessed on the Human Resources website

The Post Retirement Spending Account replaces Article 12.10 Extension of Benefits after Retirement.

Optional Employee-Paid Retirement Income Insurance

New insurance coverage is available through Sun Life for employees aged 45-75 who are enrolled in the 2000 Academic Money Purchase Pension Plan. The coverage is optional. employee-paid and provides an annual income guarantee in retirement that will never decline due to market fluctuations, and allows employees to continue to benefit from investment returns that will grow assets. It can be applied to all or a portion of employee's pension account balance and is renewable every few years.

A separate communication will be provided to eligible employees regarding the insurance coverage along with detailed information about eligibility, options and claim procedures.

For questions regarding the optional employee-paid retirement income insurance please contact Heather Fortosky at 966-6276.

Health, Dental and Basic Life Insurance

  • change in the eligibility periods for the health, dental and basic life insurance plans from one (1) year to six (6) months

  • increase in the vision care maximum (eye glasses, contact lenses, and laser eye surgery) from $200 to $300 per employee and per dependent every two (2) years

  • increase to eye examination coverage from $80 to $100 per employee and per dependent every two years (2)

  • increase to the basic and major dental combined maximum from $1,500 to $2,000 per year per employee and from $1,000 to $2,000 per year per dependent

  • change in the service limit for major dental services from 80% to 50%

Detailed information regarding all the above changes is also provided in the plan summaries on the Human Resources website.

For questions regarding benefits, please contact Candace McCloy-Istace at 966-1392.

The following changes are effective May 1, 2012

Accountable Professional Development Account (APDA)

  • increase to the annual allotment from $1,000 to $1,100

  • increase to the maximum cap from $7,500 to $9,000

An information bulletin regarding the changes to the APDA can be accessed on the Human Resources website.

Flexible Spending Program

A new Flexible Spending Program has been introduced that provides eligible employees with an allotment of $700 per year. This allotment can be allocated between the following two (2) accounts:

  • A Health Spending Account provides reimbursement for qualified health and dental expenses for eligible employees and dependents for claims that have not been reimbursed by the extended health or dental plans. Benefits paid by the Health Spending Account are considered non-taxable.

and/or

  • A Wellness Spending Account provides reimbursement for eligible expenses including fitness equipment, various program or class fees that promote the wellness of employees through physical fitness activities. Benefits paid by the Wellness Spending Account are considered taxable.

A separate communication will be provided to eligible employees in March 2012 regarding the Flexible Spending Program along with detailed information about eligibility, credit allocation, credit accrual, eligible expenses, taxation, and claim procedures.

Tentative Agreement

A complete list of language changes made to the collective agreement

 

 

Board Approves Agreement

December 12, 2011

University of Saskatchewan's Board of Governors voted in favour of ratifying a new tentative agreement with ASPA at their regular meeting held Dec. 9, 2011.  The three-year agreement is retroactive to April 2011 and will run through 2014. The deal was voted on and approved by 64% of ASPA members who voted at ratification meetings held on Dec. 6, 2011.

Administrative work to finalize and distribute the new Collective Agreement will take place over the coming weeks.

 

Collective Agreement Ratified

December 6, 2011

ASPA members have voted in favour of ratifying a new collective agreement with the University of Saskatchewan. The deal was voted in favour by 64% of the 514 members who voted at the two ratification meetings held Dec. 6, 2011. The agreement will now be voted on by the University of Saskatchewan's Board of Governors on Friday, Dec. 9, 2011.

 

Ratification Meetings Scheduled

November 25, 2011

ASPA and the University of Saskatchewan have reached a tentative agreement that ASPA's Negotiating Team is recommending for ratification by its membership at two meetings scheduled at 10 a.m. and 2 p.m. on Tuesday, Dec. 6, 2011 in Arts 241.

The new collective agreement, which covers a three-year period from May 1, 2011 through April 30, 2014, will see some changes to a number of important areas, including salary, benefits and leaves.

Highlights include:

  • Retroactive 1.5% salary adjustment to May 1, 2011 and to the salary scales. Further adjustments to individual salaries and to the salary scales of 2% on May 1, 2012, and 2% on May 1, 2013.

  • Changes to the merit allocation and funding levels.

  • An increase to the annual vision care allotment from $200 to $300 per member and per dependent every two years.

  • Introduction of a Flexible Spending Program focused on health and wellness with annual allotments of $700 per member.

  • Under the Supplemental Benefits Plan, which provides a top-up of EI benefits to 95% of salary, adoptive parents and biological fathers are now entitled to 19 weeks plus the 2 week waiting period for parents of new children.

Please review the Meeting Notice, Meeting Agenda, Highlights Summary and Tentative Agreed-To Language PDFs prior to attending one of the ratification meetings. Please note that each member should only attend one meeting, and that the presentations at each will be identical. ASPA is providing all documentation online through this website, so will not be printing hard-copy packages for the ratification meetings.

We look forward to hearing your questions and comments on December 6, 2011.

Highlight Summary

Tentative Agreed-to Language

Collective Agreement Ratification Notice

Ratification Meeting Agenda

 

Tentative Agreement Reached

November 22, 2011

The ASPA Negotiating Committee is pleased to announce that, at 5:30 p.m. on Friday, Nov.18, a tentative agreement was reached with the University of Saskatchewan.

Details of the agreement are being prepared, and will be posted on this website by the end of this week.

The Negotiating Committee is recommending this agreement for ratification by the ASPA membership.  Ratification meetings are being planned and formal invitation and notice of the meetings will be emailed to all members by the end of this week.

The ASPA Negotiating Committee again extends its gratitude to the membership for their support during the negotiations process.

 

Bargaining Moving Forward

October 3, 2011

ASPA and the University completed two full-day sessions of bargaining on September 27 and 28. Having completed tentative discussions on all non-monetary bargaining items, both parties have now begun preliminary discussions focused on monetary items. We look forward to making progress through these items at our next two bargaining sessions scheduled on October 12 and 13.

Another bargaining session is scheduled for October 21, and 8 other tentative dates have been scheduled between October 31 and November 18 should they be required.

While we recognize that there is significant interest surrounding the details of our collective bargaining with the University, we would like to remind members that it is in ASPA's best strategic interests for those details to remain confidential until we have completed tentative discussions on all joint bargaining agenda items. We anticipate being at the stage where a progress report will be provided by way of a General Meeting with the membership toward the end of November.

We thank you for your continuing patience. 

 

Further Bargaining Sessions Concluded

ASPA and the University of Saskatchewan recently concluded another session of bargaining, which included three full-day sessions from July 27-29. To date, good progress has been made on a number of mutually agreed upon bargaining agenda items. Discussion at the bargaining table remains positive, collegial and constructive, with both parties actively working toward the successful resolution of a fair and equitable collective agreement in the coming months. Bargaining will resume in September.

 

First Bargaining Sessions Concluded

ASPA and the University of Saskatchewan have successfully concluded their first two bargaining sessions. On June 15, the bargaining teams met for a productive half-day introductory session whereby formal bargaining processes and procedures were discussed and agreed upon. On June 30th, the bargaining teams met for their second session for a full day, at which time both parties made good progress identifying and presenting their interests. At this meeting, the agenda for subsequent bargaining sessions was also established.

The next round of bargaining sessions is scheduled to take place July 27-29 (inclusive). A total of twelve bargaining sessions have been scheduled between June and September of this year.

 

ASPA and University Reach Essential Services Agreement

In May, ASPA and the University reached an Essential Services Agreement (ESA), which is a legal agreement required under the province's Public Service and Essential Services Act (2008).  The agreement identifies approximately 10% of ASPA members as either 'essential' (required to provide essential services during a labour disruption) or 'on-call essential' (not required to report to work during a labour disruption unless specifically called in). The University will notify those ASPA members affected by the ESA directly by mail sent to their home addresses.

A 10% essential service indicator is lower than most ESAs and ASPA believes that the ESA itself is progressive and relatively favorable to ASPA and our members. ASPA views the collaborative process by which this agreement was reached as the beginning of a healthy and productive collective bargaining process.

The outcome of this ESA is part of the collective bargaining process and was concluded so that both ASPA and the University are in legal compliance with existing Saskatchewan legislation. Thus, the provisions of the ESA only apply during a labour disruption and no such disruption is underway or expected to transpire. 

 

Bargaining Dates Established

ASPA and the University have set the dates for 12 bargaining sessions. These 12, day-long sessions will take place between June and September of this year, with the first two planned for June 15 and June 30. The bargaining team remains confident it will reach a fair and timely collective agreement with the University.

ASPA will regularly post bargaining updates on its website following each bargaining session and will periodically email the membership summarizing important developments in the bargaining process.

For the most up-to-date bargaining information, please check the ASPA website regularly or contact the ASPA office directly at aspa@usask.ca. 

 

Negotiations To Begin

ASPA is pleased to announce that it's Negotiating Committee continues to prepare for the commencement of formal negotiations with the University of Saskatchewan.  Stay tuned for further updates!

In addition, the Negotiating Committee extends it's gratitude to the membership for your incredible rate of participation in the recently-concluded 2011 Confidential Pre-Bargaining Membership Survey.  Your participation is of tremendous value, and the response rate provides the team with a strong sense of member's priorities heading into negotiations.  

Thank you!

 

2011 ASPA Confidential Pre-Bargaining Membership Survey

The current ASPA Collective Agreement (CA) expires on April 30, 2011. ASPA is preparing to enter into collective bargaining with the University for a new CA to take effect May 1, 2011. 

In order to prepare for bargaining, ASPA members are asked to participate in the 2011 Confidential Pre-Bargaining Membership Survey. The results will be used, in confidence, by the ASPA Bargaining Team to formulate a bargaining strategy that best meets the collective needs of the members of ASPA.

If you have not received your invitation email, please contact aspa@aspasask.ca

Unique invitation emails have been sent to all individual ASPA members.   However, it is possible that we do not have your current or active email address, and so a few members may not have properly received their invitation.

Please be assured that all responses are confidential and anonymous.

The survey will remain available through March 30, 2011. 

On behalf of the ASPA Negotiating Team, thanks for your participation!