The Committee is pleased to announce that the representatives of the McMaster University Faculty Association (MUFA) and the Administration have agreed to a remuneration settlement for the two-year period from June 16, 2006 to June 15, 2008, subject to ratification by MUFA Librarians and the Board of Governors.

1.  Term
 Two years from June 16, 2006 to June 15, 2008

2.  Across the Board Salary Increase

Effective June 16, 2006 1.5% increase of the June 15, 2006 base salary of each librarian. This increase cannot raise a salary beyond the maximum of the salary range.

Effective December 16, 2006 1.5% increase of the December 15, 2006 base salary of each librarian for those librarians employed at McMaster as of June 15, 2006.  This increase cannot raise a salary beyond the maximum of the salary range.

Effective June 16, 2007 1.5% increase of the June 15, 2007 base salary of each librarian.  This increase cannot raise a salary beyond the maximum of the salary range.

Effective December 16, 2007 1.5% increase of the December 15, 2007 base salary of each librarian, for those librarians employed at McMaster as of June 15, 2007.  This increase cannot raise a salary beyond the maximum of the salary range.

3.  Salary Floors & Ceilings

Effective June 16, 2006, all the librarian salary floors will increase by 3.5% and all salary ceilings will increase by 4.25%.

Effective June 16, 2007, all the librarian salary floors will increase by 3.5% and all salary ceilings will increase by 4.25%.

4.  Merit Pool

Effective June 16, 2006 a Merit Pool of 2.3% (calculated in accordance with the Librarian Policy on Salary and Benefits Negotiations and the established CP/M value for the term of this agreement at 2.5%) of Librarians’ base salaries, to be distributed based on an assessment of the performance of position responsibilities and engagement in professional activities.

Effective June 16, 2007 a Merit Pool of a Percentage of Librarians’ Base Salaries, to be distributed based on an assessment of the performance of position responsibilities and engagement in professional activities.  The value of the merit pool will be calculated in accordance with the established CP/M faculty value of 2.5% and the Librarian Policy on Salary and Benefits Negotiations.

5.  Pension Contributions

• Effective August 1, 2006, an increase in Librarian contributions to the McMaster Salaried Pension Plan from 3.5% to 4.25% below YMPE and from 5.0% to 5.75% for pensionable earnings above YMPE.

 
• Effective July 1, 2007, an increase in Librarian contributions to the McMaster Salaried Pension Plan from 4.25% to 5.0% below YMPE and from 5.75% to 6.5% for pensionable earnings above YMPE.

 
• An agreement regarding pension contributions:

 
1. If total employer contributions to the McMaster Salaried Pension Plan are less than 90% but greater than or equal to 75% of total employee contributions for any month in the future, Librarian contributions to the McMaster Salaried Pension Plan contributions will be reduced to 3.75% below YMPE and 4.875% for pensionable earnings above YMPE.

 
2. If total employer contributions to the McMaster Salaried Pension Plan are less than 75% but greater than or equal to 50% of total employee contributions for any month in the future, Librarian contributions to the McMaster Salaried Pension Plan would revert for that month to 2.5% below YMPE and 3.25% for pensionable earnings above YMPE.

 
3. If total employer contributions to the McMaster Salaried Pension Plan are less than 50% but greater than or equal to 25% of total employee contributions for any month in the future, Librarian contributions to the McMaster Salaried Pension Plan would revert for that month to 1.25% below YMPE and 1.625% for pensionable earnings above YMPE.

 
4. If total employer contributions to the McMaster Salaried Pension Plan are less than 25% of total employee contributions for any month in the future, Librarian contributions to the McMaster Salaried Pension Plan would revert for that month to zero.


In the above, “total employer contributions” means employer payments to the trustee of the McMaster Salaried Pension Plan. “Total employee contributions” means payments by all employee members of the plan, not just employees who are Faculty Association members.
 

• For Librarians who begin at McMaster June 16, 2006 or later, vesting becomes “after 2 years”.

 
• The Rule of 80 stays in place until December 31, 2011.  From January 1, 2012 to December 31, 2012, the Rule of 80 will be replaced by the Rule of 81.  From January 1, 2013 to December 31, 2013, this will become the Rule of 82.  From January 1, 2014 to December 31, 2014, this will become the rule of 83.  From January 1, 2015 to December 31, 2015, this will become the Rule of 84.  From January 1, 2016 onwards, the Rule of 85 will be in place.  For Librarians who begin at McMaster June 16, 2006 or later, the Rule of 85 applies immediately.

6.  Health and Other Benefits after Retirement

For Librarians who begin at McMaster June 16, 2006 or later, 10 years of service will be required before becoming eligible for extended health, out-of-country, dental and life insurance benefits on retirement.

7.  Health Benefits

• Effective June 16, 2006, remove the per visit limit on paramedical benefits. The ceiling per person per practitioner remains in place ($300).

 
• Effective June 16, 2007, modify vision care plan to provide for employees only up to $100 every two years for an eye examination.

8.  Librarian Professional Development Allowance

An increase in the LPDA of $50 to $1150 in the first year and from $1150 to $1200 in the second year.

9.  Market Sector Adjustments

• Market Sector Adjustments will be built into the base salary for each Librarian member, in the same manner as the ATB increase.

 
• Effective June 16, 2006, Librarians will be eligible for a Market Sector Adjustment, which will be $500 for those Librarians earning salaries less than or equal to $42, 000 per year.  For those Librarians earning above $42, 000, the Market Adjustment will consist of $500 plus the lesser of $975 and 0.0125 multiplied by the June 16, 2006 salary less $42, 000.  That is, if the salary is $60, 000, this sum will be $500 + 0.0125 x ($60, 000-$42, 000) = $725.

 
• Effective June 16, 2007, Librarians will be eligible for a Market Sector Adjustment which will be $500 for those Librarians earning salaries less than or equal to $44, 000.  For those Librarians earning above $44, 000, the Market Adjustment will consist of $500 plus the lesser of $975 and 0.0125 multiplied by the June 16, 2007 salary less $44, 000.  That is, if the salary is $60, 000, this sum will be $500 + 0.0125 x ($60, 000-$44, 000) = $725.

10.  Vacation

Effective June 16, 2006, Librarians with 17 years of full-time service will have an annual vacation entitlement of 24 working days (based on full-time service at June 30).

11.  Flex
 Effective June 16, 2006, Librarians will have the ability to carry forward a balance of up to (+) or (–) 15% of the standard four week requirement to the next flex working period.

12.  Appendix A shows the Librarian Salary Ranges for 2006/07 and 2007/08.

13.  Appendix B contains a revised Research Leave Policy for Librarians.
 
 
 

for the McMaster Faculty Association	for the McMaster Administration
Nora Gaskin	Charlotte Stewart
Barbara McDonald	Melanie Garaffa
Mike Veall	Susan Denburg

April 28, 2006

______________________________________

Appendix A
Librarian Salary Ranges 2006 - 2008
 

June 16, 2005 to June 15, 2006 (current)

Level	Floor	Ceiling
1	$40,798	$65,276
2	$44,060	$70,496
3	$48,907	$78,251
4	$55,779	$89,244
5	$65,260	$104,414

June 16, 2006 to June 15, 2007
(3.5% added to previous year floor and
4.25% added to previous year ceiling)

Level	Floor	Ceiling
1	$42,226	$68,050
2	$45,602	$73,492
3	$50,619	$81,577
4	$57,731	$93,037
5	$67,544	$108,852

June 16, 2007 to June 15, 2008
(3.5% added to previous year floor and
4.25% added to previous year ceiling)

Level	Floor	Ceiling
1	$43,704	$70,942
2	$47,198	$76,615
3	$52,391	$85,044
4	$59,752	$96,991
5	$69,908	$113,478

 

__________________________________

Appendix B
Research Leave Policy for Librarians

1.  SCOPE AND PURPOSE

1. The purpose of the Research Leave Policy for librarians is to support and encourage a librarian’s continuing development as a member of the academic community. This actively contributes to the achievement of the mission and objectives of the University.

 
2. It is the intention of the University to support the Research Leave Policy, and subject to the operational and budgetary feasibility of granting leaves, no application for a research leave will be unreasonably denied, once the specified eligibility requirements have been met.

 
3. To encourage the engagement of librarians in research activities at all stages of their careers, research leave for librarians will consist of three categories: “Short-Term Leave”, “Extended Leave”, and “Special Leave”.

2.  AVAILABILITY AND DURATION OF LEAVE

1. Normally, one full 52 week Extended Leave and a series of Short-Term Leaves will be available annually.

 
2. Eligible librarians may request a maximum of four weeks per year under the “Short-Term Leave” category, and up to a maximum of 52 weeks under the “Extended Leave” category.

 
3. Special Leave” may be granted under the terms outlined in #7, below.

 
4. Librarians , department/area managers and the University Librarian/Director of the Health Sciences Library are expected to work together to ensure that the service and staffing needs of the department can be met.

 
5. An individual cannot request Short-Term and Extended Leave during the same fiscal year.

3.  ELIGIBLE ACTIVITIES

Research leave is intended for the pursuit of research and other scholarly activities. This may include the conduct of research, scholarship, critical, professional or development work resulting in the possible publication, demonstration or presentation of the results.

4.  ELIGIBILITY, SALARY AND BENEFITS

1. Applicants must hold a continuing or contractually limited appointment as a professional librarian in the McMaster University Library System, and must have completed their probationary period.

 
2. All research leaves will be granted at 100% of current salary.

 
3. For the purposes of pension contributions, insurance and medical disability benefits, a librarian on research leave will be regarded as being on regular salary. The University and the librarian will continue to contribute their normal shares of the costs involved.

 
4. If a librarian holds an appointment that is less than full-time, research leave would be granted only during the working period.

5.  SHORT-TERM LEAVE

1. This category of leave is intended to provide librarians with a regular opportunity to enhance their academic and professional competence.

 
2. Subject to discussion and agreement between the librarian and the manager of their department, the leave may be taken in increments of not less than 5 consecutive working days.

6.  EXTENDED LEAVE

After their fifth anniversary date of service, librarians who meet the eligibility requirements in #4(a) are eligible for a maximum of 52 weeks’ leave.

Eligibility for subsequent extended leaves will be calculated as follows:

•  a further 3 years of continuous service following the completion of the most recent extended research leave are required before eligibility for a subsequent leave of less than 13 weeks is established

 
• a further 4 years of continuous service following the completion of the most recent extended research leave are required before eligibility for a subsequent leave of 13 to 26 weeks is established

 
• a further 5 years of continuous service following the completion of the most recent extended research leave are required before eligibility for a subsequent leave of more than 26 weeks is established.

7.  SPECIAL LEAVE

This category of leave is intended for use by a librarian to complete research that is underway when he or she joins McMaster. In exceptional cases, when a librarian may have served less than the required number of years of service, Special Leave may be approved in this category on the same financial conditions described in #4. Such a leave may be granted by the Research Leave Committee in consultation with the Manager of the appropriate department. It is understood that only one such leave will normally be approved in any one year. This leave, if granted, will be counted as an Extended Leave for the purpose of determining the time of eligibility for the next research leave.

8.  APPLICATION PROCEDURE AND REVIEW MECHANISM

1. Application for a research leave will be made in writing.

 
2. The application shall include:

 
1.  the starting and ending date of the proposed leave, and the phasing, if proposed;
2.  an outline of the research or other scholarly activity proposed;
3.  a statement of how the proposed activity will benefit the librarian, the profession, the Library and/or the University;
4.  a current curriculum vitae;
5.  disclosure of any external funding received or applied for in support of the activity;
6.  any other information the applicant wishes to be considered.

 
3. A librarian must submit a research leave application to the Research Leave Committee and his or her supervisor.  The Research Leave Committee will review applications three times each year:

Application Submission Deadline	The Research Leave Committee will consider:
June 1	• Short-Term Leave proposals to begin during the fall semester    (September 1 – December 31)
November 1	• Short-Term Leave proposals to begin during the winter semester    (January 1 – April 30) • Extended Leave proposals to be taken during the following fiscal year    (May 1- April 30)
March 1	• Short-Term Leave proposals to begin during the summer semester     (May 1- August 31)

4. Applications will be considered by the Research Leave Committee consisting of the University Librarian and either the Director of the Health Sciences Library or an Associate University Librarian, and the current Librarian Representative on the MUFA Executive. The Library Human Resources Consultant will be an ex- officio, non-voting member of the Committee.

 
5. The Research Leave Committee will consider each application against the following criteria:

 
1. the value of the project to the librarian, Library, the University, and the broader library and research community; and
2. the merit of the project.

 
6. The Research Leave Committee will respond to applicants and notify their supervisors of a decision:
• by August 1 (for June 1 submissions)
• by December 1 (for November 1 submissions)
• by April 1 (for March 1 submissions)

9. REPORT OF THE RESEARCH LEAVE

A written report on the project or investigation undertaken will be submitted to the Research Leave Committee within two months of the end of the leave. On completion of the leave period, the librarian will return to his or her original position. The report allows for proper evaluation of the librarian’s accomplishments while on leave, and becomes part of the material considered in the Annual Performance Review the following year. Librarians will be encouraged to present their projects and results to colleagues and staff in the interests of professional contributions to Library and  Information Science.