The parties agree as follows:
2. The University is nearing the conclusion of the Pay Equity process. Subsequent to closure of the process, the negotiating committee will reconvene to negotiate an adjustment in salary ranges ("pay lines") for librarians. The increase that will be recommended to the Board of Governors will be no less than the December 1995 to December 1996 increase in the CPI (2.2%).
3. Effective June 16, 1997, a merit pool equal to 1.8% of librarian salaries that will continue to be paid beyond July 1, 1997, will be made available for MUFA librarians and distributed in accordance with current merit allocation procedures. The merit awards will be calculated and included in nominal pensionable salary from June 16, 1997, but payment of these awards will be effective December 16, 1997, with no retroactive payments. The administration will commit to ensure that the full distribution of the available merit pool is made.
4. Effective June 16, 1997, there will be an employee contribution pension holiday of 50% of employee contributions with a corresponding adjustment of the termination benefit.
5. A new Professional Development Allowance Policy for Librarians will be developed by August 31, 1997. Effective September 1, 1997, librarians will be eligible for a professional development allowance in the amount of $500 for 1997/98, and effective June 16, 1998, in the amount of $700 for 1998/99. The normal budget year for the PDA will be May 1 to April 30 (the University fiscal year). For the first year, (1997/98) amounts expended between May 1, 1997 and September 1, 1997 which are eligible for PDA will be charged against individual PDA accounts once the policy is instituted.
6. There will be one unpaid day for MUFA librarians in the period July 16, 1997 to July 15, 1998. This day will be taken on December 24, 1997.
7. All benefits (except modem pool funding) as agreed to in the 1997/99 faculty settlement, will apply to MUFA librarians (see Appendix).
2. Effective June 16, 1998, a merit pool equal to 2% of librarian salaries that will continue to be paid beyond July 1, 1998, will be made available for MUFA librarians and distributed in accordance with the current merit allocation framework or with the revised method to be determined following the review of the Librarian Classification System. The merit awards will be calculated and included in nominal pensionable salary from June 16, 1998, but payment of these awards will be effective December 16, 1998, with no retroactive payments. The administration will commit to ensure that the full distribution of the available merit pool is made.
3. Effective June 16, 1998, there will be an employee contribution pension holiday of 50% of employee contributions with a corresponding adjustment of the termination benefit.
4. Effective May 1, 1999 there will be an across-the-board increase equal to 1% of 1997/98 salary. Salary ranges will be adjusted 1% in line with common practice.
(a) recognition of librarians' essential role in achieving the academic mission of the University through professional practice, research in the several evolving facets of librarianship, and engagement in other intellectual and professional activities consistent with the University's and the Libraries' objectives;
(b) flexibility to coordinate activities within the operational requirements of the Library;
(c) the extension, modification and application of relevant policies and procedures governing the teaching faculty to professional librarians;
(d) classification and compensation systems that provide remuneration based both on position responsibilities and personal career development;
(e) availability of a paid development leave programme and a professional development allowance;
(f) negotiation of salary and benefits in the context of remuneration to the teaching faculty;
(g) eligibility for service on appropriate academic committees and bodies of the University.
To review the current classification and salary administration systems for librarians, with particular
attention to:
the way in which librarians are classified at McMaster and at other appropriate universities
(excluding those where librarians have faculty status) in light of the academic status of
librarians at McMaster, which is defined in the statement Academic Roles and
Responsibilities of Librarians;
[It is difficult to find agreement on which institutions accord "faculty status" to their librarians. The history and evolution of each institution has resulted in a patchwork of models -- many of which are referred to as a "faculty status model" -- but which all differ from each other in some respect. Nevertheless, a key attribute of the faculty model as applied to librarians is a system of personal ranks and promotion in rank based largely on personal achievements. This should not be construed as excluding institutions that use levels for librarians that integrate position accountability and personal factors to classify librarian positions.]
changes since 1989 in the way in which other positions are classified at McMaster;
identification of the strengths, problems and weaknesses in the current system;
integration in as seamless a manner as possible of all of the elements of the classification and
the annual performance evaluation;
and to make appropriate recommendations to the Provost for the revision of the system by January 15, 1998."
(2) members appointed by the administration
The Library Human Resources Administrator will be a consultant to the committee. An additional person will be chosen by the negotiating committee to act as the Chair of the committee.
For the McMaster Faculty
Association:
Liz Bayley
B.E. Lynn
A. Leslie Robb
Carl Spadoni
For the McMaster
Administration:
G.R. Hill
J.A. Johnson
Michael Ouellette
June 9, 1997
Medical and Dental Coverage for Families of Deceased Faculty
Pregnancy/Parental/Paternity Leave Policy for Faculty
Dependent Tuition Waiver/Bursary
Out of Hospital Services of Private Duty Registered Nurse or Registered Trained Attendant
Continuation of discussions regarding devices, vision care, and dental contributions within current
aggregate costs.
Purpose
The purpose of this proposal is to permit continuation of medical and dental coverage for the spouse and/or dependent children for a period of time following the death of a faculty member.
Proposal
1. The University will continue to provide medical and dental coverage to the spouse and dependent children for one year from the death of the faculty member.
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.
This policy, which now includes pregnancy leave, parental leave and paternity leave, is designed to facilitate reasonably flexible arrangements at the time of birth or adoption of children and is in compliance with the Employment Standards Act (ESA) (July 1991) and the Unemployment Insurance Act (1990). The policy will enable both parents to combine successfully an academic career and family responsibilities without significant financial and/or career loss. Faculty will be eligible for leaves regardless of marital status. Besides the natural parents, the ESA defines a parent as including þa person with whom a child is placed for adoption and a person who is in a relationship of some permanence with the parent of the child and who intends to treat the child as his or her own." Recognizing the role of both parents in childbirth and child rearing, the University will provide the following arrangements for parents in a fair and reasonable manner. This policy shall have precedence over all other policies that may impinge upon the terms of Pregnancy/Parental/Paternity Leave for Faculty.
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.
2.1 Full-time and regular part-time McMaster faculty members, who have at least 13 weeks continuous employment at the University prior to the estimated date of delivery or adoption of a child (or children) may request and will be granted a pregnancy, parental and/or paternity leave. According to ESA, þAn employee who is entitled to the leave is required to give her employer two weeks notice in writing of the date the leave is to begin, together with a medical certificate estimating the date of delivery." Only natural mothers are able to take pregnancy leave whereas all þparents", as defined in section 1 above are eligible for parental leave. The date of birth or adoption of the child (or children) must be subsequent to the initial date of appointment at McMaster.
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 Universityþs 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.
3.1 Eligibility
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 þcontinuous 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.
Parental leave is unpaid leave, except as provided for in section 4.1.3.
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.
A leave for two weeks with full salary, pay and benefits will be granted within the first 26 weeks after the birth of the child to the natural father of the child (children).
A faculty member who is on, or who has taken or who was eligible for leave in connection with the birth or adoption of a child shall have the opportunity for up to one year from the birth or adoption of a child to elect to have academic decisions relating to that individualþs career development deferred, in normal circumstances, by one year. A faculty member is expected to discuss his/her position with the Dean and department Chair within one year from the birth or adoption of a child, and to advise them of his or her decision as soon as possible. If no request for deferral is made, the normal timing of academic career decisions shall continue.
7. The Pregnancy/Paternity/Parental Leave policy for faculty does not imply employment rights and/or privileges beyond those outlined above. However, faculty who take advantage of these provisions should incur no loss in salary level and should be entitled to pension, health disability and other benefits provided the faculty member or unpaid parental eave contributes the necessary amount of the cost of benefits. Vacation and research leave shall continue to accrue during all pregnancy or parental leaves.
1. All payments made under this Policy must be in accordance with the agreement filed by the University with Canada Employment and Immigration Branch pursuant to paragraph 57 (3)d of the Employment Insurance Regulations. As part of these requirements all such payments by the University can only commence when the faculty member provides proof that she/he is receiving EI benefits or that she/he is disqualified from EI benefits because of insufficient number of insurable weeks or that EI benefits have been exhausted or that she/he is in the Employment Insurance Commissionþs waiting period. Faculty members should understand that such proof will not be made available by EIC until after the leave has commenced and hence University payments will be retroactive.
Effective July 1, 1997, the Tuition Waiver/Bursary Program shall be amended as follows:
DEPENDENT TUITION WAIVER/BURSARY
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.
OUT OF HOSPITAL SERVICES OF PRIVATE DUTY REGISTERED NURSE OR REGISTERED TRAINED ATTENDANT
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