A. Leslie Robb
Bernadette E. Lynn
Catherine Beattie
for the McMaster Administration
Harvey P. Weingarten
Alexander L. Darling
James A. Johnson
March 13, 1997
The Joint Committee is pleased to announce that the representatives of the McMaster University Faculty Association (MUFA) and Administration have agreed to a remunerations settlement that covers the two year period from July 1 1997 to June 30 1999, subject to ratification by MUFA members. As with all successful negotiations, we believe that the proposed agreement reflects an appropriate and acceptable balance between the positions advocated by the two parties. In our case, the negotiations are facilitated by a set of goals shared by MUFA and the Administration of promoting an environment that rewards excellent faculty and one that fosters and supports the scholarly pursuits and aspirations of faculty, all within a set of rather daunting financial constraints.
By the end of the two year agreement, the CP/M profile will be restored, we will have eliminated all the þunpaid daysþ and there will be a small increase in the salary profile. We have also agreed to an employee pension holiday of 50% of normal employee contributions. We have agreed to enhance the support of scholarly activities by an increase in the PDA and by creating a research leave PDA Supplement. In addition we have agreed to the following benefit changes: a revised maternity/parental leave policy, a change to the tuition waiver/bursary program, a new option for health coverage for families of deceased faculty members, and improved nursing care. Discussions continue on other benefit changes. The details are spelled out below.
An information session will be held to discuss the Joint Committee agreement on Wednesday, April 2, 1997 at 1:00 p.m., in the Michael G. DeGroote building, Room B107.
for the McMaster Faculty Association
A. Leslie Robb
Bernadette E. Lynn
Catherine Beattie
for the McMaster Administration
Harvey P. Weingarten
Alexander L. Darling
James A. Johnson
March 13, 1997
2. 1994 and 1995 CP/M awards (85/110) at the par values in force when partial awards were made (valued at 110 par steps per year) will be restored as follows: the value of the awards will be included in nominal pensionable salary from July 1, 1997. Payments of these amounts will be included in salary effective January 1, 1999 with no retroactive payments.
3. The salary floors of all ranks, the inflection points and values of CP/M par steps will be increased by 3.2% (the CPI plus 1%) on July 1, 1997.
4. CP/M awards for 1997-98 (merit year 1996) will be based on 120 par units per 100 faculty using the values as revised from #3 above. The value of the awards will be included in nominal pensionable salary from July 1, 1997. Payments of these amounts will be included in salary effective January 1, 1998 with no retroactive payments.
5. The parties agree to a pension holiday of 50% of employee contributions with a corresponding adjustment of the termination benefit (to maintain its value), effective July 1, 1997.
6. The value of the PDA will be increased by $100 effective May 1, 1997. Faculty members will be allowed up to two years of borrowing and two years of carry forward against their PDA.
7. The parties agree to recommend that a priority use of the MUFF funds be to support scholarly activities of individual faculty members.
8. There will be two unpaid days in the period July 1, 1997 to June 30, 1998, one of which will be recommended to Senate to be the final teaching day of Term 2.
9. Effective July 1, 1997, Negotiated changes to other items as follows:
Medical and Dental Coverage for Families of Deceased Faculty (See Appendix A)
Pregnancy/Parental/Paternity Leave Policy for Faculty (See Appendix B)
Dependent Tuition Waiver/Bursary (See Appendix C)
Out of Hospital Services of Private Duty Registered Nurse or Registered Trained
Attendant (see Appendix C)
Continuation of Modem Pool funding as per previous agreement ($20,000/year)
Continuation of discussions regarding devices, vision care, and dental contributions
within current aggregate costs.
2. Effective July 1, 1998, the salary floors of all ranks, the inflection points and the values of CP/M par steps will be increased by the December 1996 to December 1997 all Canada CPI plus 1%.
3. Faculty members awarded a research leave starting on July 1, 1998 or later (beyond the first research leave which is supported at 100% of salary) will be provided with a Research Leave PDA Supplement equal to 40% of a normal PDA for those taking a full year research leave, and 20% of a normal PDA for those taking a half-year leave.
4. CP/M awards for 1998-1999 (1997 merit year) will be based on 120 par units per 100 faculty using the revised values from #2 above. The value of the awards will be included in nominal pensionable salary from July 1, 1998. Payments of these amounts will be included in salary effective January 1, 1999 with no retroactive payments.
5. The parties agree to a pension holiday of 50% of employee contributions with a corresponding adjustment of the termination benefit (to maintain its value), effective July 1, 1998.
6. Effective May 1, 1999 there will be a scale increase equal to 1% of 1997/98 salary. Salary floors, inflection points and the CP/M steps will be adjusted by 1% in line with common practice.
Faculty members are reminded that a description of the CP/M scheme can be found in the Faculty Handbook on pages C89-C90. The value of a par step in the bottom salary range is $2155.26 prior to the adjustment in year 1 (item 3). Also prior to that adjustment, the value of the Assistant Professor floor is $39,981 and defines the starting point for the CP/M profile.
July 1, 1997
A one time payment of 0.5% of salary
Unpaid days are reduced from the 3 in 1996/97 to 2 (a restoration of 0.4% salary)
An employee pension holiday begins (a 50% reduction is worth about 2% on average)
A "nominal salary" will be created for pension purposes which includes lost 1994 and 1995 CP/M awards (85 of 110 steps)
Salary floors, inflection points will be increased by 3.2%
CP/M awards (120 steps) will be included in "nominal salary"
January 1, 1998
Payment of CP/M for 1996 merit (normally paid on the previous July 1) begins
May 1, 1998
Supplement to PDA during research leaves (starting July 1, 1998 or later)
July 1, 1998
A one-time payment of 0.5% of salary will be made
No unpaid days (a restoration of 0.8% of salary)
Merit of 120 par steps (for merit year 1997) included in nominal salary
The employee pension holiday continues
Salary floors, inflection points will be increased by CPI + 1%
January 1, 1999
Commence payment of 1994 and 1995 merit (85 of 110 steps)
Payment of CP/M for merit year 1997 commences
May 1, 1999
Scale increase of 1% and corresponding increase of 1% in salary floors and inflection points
begins.
2. At the end of one year the spouse may elect to purchase (by annual payment in advance) single or family medical and dental coverage at the rate charged to University accounts for such coverage. Coverage for periods up to five years from the death of the faculty member may be renewed annually at the prevailing rate. (This means one year paid by the University, and up to four years by the spouse.)
3. Family coverage shall apply to the spouse and spouse's dependent children alive or a spouse's dependent children anticipated at the time of death of the faculty member.
4. At the annual election a spouse may renew coverage or change from family to single coverage. This means that coverage cannot be resumed following a lapse in coverage, nor may coverage by changed from single to family coverage.
5. The medical and dental coverage provided shall be the same as that provided to active faculty with the exclusion of out-of-province coverage. In the case of a spouse who subsequently resides in another Province of Canada the coverage shall be equivalent to that provided by McMaster Health Plans to residents of Ontario.
Joint Committee
March 13, 1997
The financial benefits provided under this policy have been harmonised with programmes of the Government of Canada. In the event that the Government makes a substantive change to those programmes, the University and the Faculty Association will review these policies.
To qualify for financial benefits from the University, faculty must have twenty-six weeks of continuous service prior to the estimated date of delivery and be enrolled in the University's Salary Continuance/LTD program.
2.2 Faculty members who are already in a period of notice due to their resignation or their dismissal by the University, or to the Universityþs decision to discontinue their employment, are not eligible for financial benefits, and associated benefits from the University for pregnancy and parental leave, that would extend beyond the termination date.
Only natural mothers are eligible for pregnancy leave.
3.2 Length of Leave
A leave will normally be granted to a maximum of 19 weeks. Natural mothers are also eligible for a maximum of 18 weeks parental leave (see Section 5). In exceptional circumstances, a pregnancy leave may be extended beyond the 19 week period, at the discretion of the appropriate Dean.
A faculty member is normally expected to give four weeks notice of the date of return to work, should this be different from the previously agreed date.
3.3 Salary and Conditions
Pregnancy leave is a leave of absence during which a faculty member is relieved of all duties including teaching, research and service. There are two salary options available as outlined below.
Option A
If the faculty memberþs leave falls within the "continuous period of three months free from scheduled commitments to the University" (as defined in the Load Teaching document), full salary will be continued for that period of pregnancy leave.
When mutually suitable arrangements can be made to fulfil University responsibilities, pregnancy leave with full salary will be granted to the faculty member for six additional weeks. These weeks will be scheduled before and/or after the core period of leave in such a way that the total leave will not exceed three months plus six weeks (19 weeks).
Option B
A faculty member is entitled to paid maternity leave for up to 19 weeks as follows:
3.4 Mothers of children who require lengthy post-natal hospital care shall have the opportunity to delay all or part of maternity leave until the child (children) is (are) released from hospital.
3.5 It is understood that there is no requirement for the faculty member to make up teaching commitments for any period of maternity leave.
3.6 A faculty member who goes on pregnancy leave during the summer months when vacations are normally scheduled will have the option to take her vacation during the twelve months following the end of the leave period.
4.1 Eligibility
4.1.1 Natural mothers who have completed 13 weeks of continuous employment at the University by the date the pregnancy leave commences are entitled to parental leave in addition to pregnancy/maternity leave. For a natural mother, parental leave commences when her pregnancy leave ends or when the baby first comes into custody, care and control of a parent if that occurs at a later date.
4.1.2 Natural fathers who have completed 13 weeks continuous employment at the University by the date of the child (or childrenþs) birth are entitled to parental leave in addition to paternity leave. For natural fathers, parental leave must begin within 35 weeks after the birth of the child or after the child first comes into the custody, care and control of a parent if that occurs at a later date.
4.1.3 Adoptive parents who have completed 13 weeks of continuous employment at the University by the date the child first comes into the custody, care and control of the parent are entitled to parental leave. Such leave must commence within 35 weeks after the child first comes into the custody, care and control of a parent.
An adoptive parent may elect to receive either (i) two weeks leave with full salary and benefits within the first 26 weeks after the adoption of the child, or (ii) two weeks at 85% of salary, up to 10 weeks of top-up to 85% of salary for periods during which Employment Insurance parental benefits are received, and two weeks at 85% of salary. During periods of 85% salary, the University will pay the benefit costs normally paid by an employee.
4.1.4 Actual Caregiver. An employee who assumes actual care of a newborn or newly-adopted child (children) is entitled to the same parental leave as natural or adoptive parents, provided that the employee has had 13 weeks continuous employment at McMaster by the date the leave commences.
4.2 Length of Leave
An employee is entitled to unpaid parental leave of 18 weeks in addition to the 19 weeks of pregnancy leave. No loss of benefits shall accrue, but in compliance with the policy for unpaid leave of absence, the faculty member shall pay all the necessary contributions for benefits for the period of leave. Both parents will be eligible to take a parental leave, and each parent is eligible to take 18 weeks.
Joint Committee
March 13, 1997
1. For 1997/98, for eligible classes taken under the bursary program, funds shall be provided on the basis of an amount equal to $75.00 per credit to a maximum of $2,250 per year.
Those dependents participating in the tuition waiver program, and who are entering third or subsequent years of their undergraduate program in September 1997 shall have the option of continuing under the waiver program until they complete their degrees.
2. That the Joint Committee establish a committee to develop and submit a proposal for a revised bursary scheme with overall funding to stabilize at $200,000 after transition, subject to future negotiations. The committee will address the extension of bursaries to dependents attending other post-secondary institutions than McMaster.
Faculty members, active and retired, and spouses or dependents are eligible for out of hospital services of a private duty registered nurse or a registered trained attendant, other than a close relative, in the amount of 40% of the first $25,000 (maximum $10,000) of eligible expenses and where expenses in any one case exceed $25,000, 80% of the next $25,000 (maximum $20,000) of eligible expenses. Each year after a claim has been paid, one-half of the amount utilized is reinstated. Hence, after 2 years with no claims, the entitlement is returned to the full coverage, or pre-claim limit.
Joint Committee
March 13, 1997