The 1999-2002 Collective Agreement

SCHEDULE AA

Parity

1. Salary Adjustments

1.1 Introduction

The parties hereby agree that salaries of members of the bargaining unit will be adjusted as set out below and Schedule A - Salary Scales will be revised accordingly.

1.2 Disparity Correction

Commencing with the July 1, 1999 to June 30, 2000 contract year and each contract year thereafter, an across-the-board scale adjustment effective 23:59 Hours June 30 of each contract year equal to the disparity between average salaries at Trent and average salaries in the Ontario system based on Statistics Canada data for faculty salaries for the immediately preceding academic year shall be calculated in June of each contract year and paid effective 23:59 Hours June 30 of the contract year. For example, in June of 2000 disparity will be calculated on the basis of Statistics Canada data for 1998-1999.

1.3 Parity Maintenance

In addition, commencing with the July 1, 1999 to June 30, 2000 contract year and each contract year thereafter, an across-the-board scale adjustment effective 23:59 Hours June 30 of each contract year for parity maintenance equal to the system average base-salary adjustment for that contract year shall be calculated in June of each contract year and paid effective 23:59 Hours June 30 of the contract year. For example, in June of 2000 parity maintenance will be calculated on the basis of the system average base-salary adjustment for 1999-2000.

1.4 Total Salary Adjustment

The total salary adjustment arising from 1.2 and 1.3 shall be determined by the formula

Delta S = Max[0.0, SAA+DISC] if SAA >= 0, (i.e. = greater of zero or the parity maintenance adjustment plus the disparity correction) if the parity maintenance adjustment is greater than or equal to zero
or
Delta S=Max [SAA, SAA+DISC] if SAA < 0, (i.e. = greater of the parity maintenance adjustment or the parity maintenance adjustment plus the disparity correction) if the parity maintenance adjustment is less than zero
where SAA is the parity maintenance percentage (see 2.2) and DISC is the disparity correction (see 2.5).

2. Methods For Calculating Components of Salary Adjustments

2.1 Comparison Group

"System" means the following universities:
Brock Carleton Guelph
Lakehead Laurentian McMaster
Nipissing Ottawa Queen's
Ryerson Polytechnic Toronto Waterloo
Western Ontario Wilfrid Laurier Windsor
York

2.2 Calculation of Parity Maintenance through the System Average Base-salary Adjustment (SAA)

2.2.1
The base-salary adjustment at each university in the system shall be the aggregate cost, expressed in percentage terms, of the following adjustments: scale or across-the-board adjustments; adjustments designated as catch-up or cost-of-living adjustments; anomaly adjustments; special adjustments other than one-per-year career-development increments (CDI), progress-through-the-ranks increases (PTR), and merit awards.

2.2.2
The base-salary adjustment shall exclude the cost of: one CDI, PTR and merit increase per year, discretionary or otherwise; adjustments in administrative stipends; adjustments in overload stipends; benefit or fringe-benefit adjustments including adjustments in research allowances, professional-expense funds and equipment-purchase allowances; one-time-only payments or reductions such as bonuses and unpaid days.

2.2.3
Base salary adjustments shall be counted toward the calculation of the SAA for the contract year during which they become effective.

2.2.4
The system average base-salary adjustment SAA shall be the simple average of the base-salary adjustments at each university in the system.

2.2.5
The data used for the calculation of SAA shall be based on the facts of each university's settlement. When those facts are not available for any university for any reason at the time when the calculation is to be done, the parties shall endeavour to agree on a reasonable estimate of the base-salary adjustment for the missing university. Failing such agreement, that university shall be omitted from the calculation.

2.3 Calculation of the System Average Salary (SAS)

2.3.1
In each contract year in which a calculation of disparity is done under 1.2, the system average salary (SAS) shall be calculated using Statistics Canada data for the preceding contract year in the non-medical-dental appointment category for Faculty With and Without Administrative Duties and for all subjects taught. SAS shall be the sum of the average salaries published by Statistics Canada, classified according to faculty members' ranks-and-ages, for the sixteen (16) universities in the system other than Trent, with each rank-age category average weighted by the proportion of Trent faculty who occupy the category.

2.3.2
The weighting factor for Trent faculty shall be calculated as
Wi = Ni / Sigmai(Ni)
= (number in cell) divided by (sum of all cells)

where Ni is the number of Trent faculty reported by Statistics Canada in rank-age category i and "Sigmai(...)" means "Sum the quantity within the parentheses over all categories i". (When there are no Trent faculty in category i, Ni is equal to zero.)

2.3.3
The system average salary shall be calculated as
SAS = Sigmai(Wi x SCAi)
= sum of [(weighting factor) times (system category average)]

where the System Category Average SCAi is the average of salaries reported by Statistics Canada in rank-age category i for all the universities listed in 2.1 above.

2.3.4
The effect of the calculation in 2.3.3 is to adjust the system salary for the difference of rank-age profile between the system and Trent.

2.4 Calculation of the Trent Average Salary (TAS)

In each contract year in which a calculation of disparity is done under 1.2, the Trent average salary (TAS) shall be calculated using Statistics Canada data for the preceding contract year in the non-medical-dental appointment category for Faculty With and Without Administrative Duties and for all subjects taught. TAS shall be the sum of the rank-age category average salaries published by Statistics Canada for Trent, with each category average weighted by the proportion of Trent faculty who occupy the category.

2.5 Calculation of the Disparity Correction

The disparity, if any, between Trent average salary and system average salary shall be calculated as
DISC = 100.0 x (SAS-TAS) / TAS
= 100 times [ (system average salary) minus (Trent average salary) ] divided by (Trent average salary)

where DISC is called the disparity correction, SAS is calculated as in 2.3.3 and TAS is calculated as in 2.4 (DISC is positive when Trent salaries are less than system salaries, zero when Trent and system salaries are equal, and negative when Trent salaries are greater than system salaries).

3. Implementation and Dispute Resolution

3.1 Meetings

Beginning in June 2000, the parties shall meet annually in June to determine the salary adjustments to be effective 23:59 Hours on the upcoming June 30 described above. They shall make every reasonable effort to reach agreement on the salary provisions.

3.2 Failsafe

3.2.1
If complete Statistics Canada data for the calculation of the System Average Salary (2.3.1) and/or the Trent Average Salary (2.4) are not available for any university for any reason in June of any year, the most recent available data (e.g. the data for the year before the year for which the data is missing for that university) shall be used in calculating the Disparity Correction.

3.2.2
If the parties fail to agree on a parity maintenance number through the SAA for any contract year by June 30 of that contract year, the President of OCUFA and the Chair of the CSAO together shall within three weeks determine an SAA number for the purposes of these salary provisions, failing which the parties will settle outstanding disputes with regard to the SAA, university by university, by the toss of a coin.

3.3 Grievances Relating to this Schedule

Any disputed calculation relating to components of salary adjustments and any dispute about implementation of this Schedule shall be subject to the grievance and arbitration provisions of the Collective Agreement.

4. Joint Committee On Parity

4.1
The parties will establish a joint committee on parity. The committee will meet on a regular basis to discuss issues and exchange information with respect to parity and matters related thereto.

5. Miscellaneous

5.1
Notwithstanding the provisions of clauses 1.2 and 1.3 above that any Disparity or Parity Maintenance adjustments will commence from 23:59 Hours June 30, 2000 forward, the parties agree that the Disparity Correction adjustment in February 2000 in accordance with clause 1.5 of the parties' January 27, 1998 Memorandum of Understanding on Parity will be paid retroactively without interest to July 1, 1998 in the event that that Disparity Correction adjustment requires any payment.

5.2
For clarity, the parties confirm that the outcome of the February 2000 Disparity Correction adjustment is relevant to and will be applied in respect of the first Parity Maintenance adjustment referred to in clause 1.3 above. For example, if the Disparity Correction adjustment as per clause 1.5 above was -3.0 and the first Parity Maintenance adjustment as per clause 1.3 above was +2.0%, there would be no scale increase to salaries effective 23:59 Hours June, 30 2000 . Alternatively, if the Disparity Correction adjustment as per clause 5.1 above was -1.5 and the Parity Maintenance adjustment as per clause 1.3 above was +2.5%, there would be a 1.0% scale increase to salaries effective 23:59 Hours June 30, 2000.

NEXT Title Index
Chapter I, II, III, IV, V, VI, VII, VIII
Schedule A, AA
Appendix A, B, C, D, E, F, G, H, I, J, K, L, M
Signatures
TUFA Trent University
Maintained by Stefan Bilaniuk. Last updated 2001.01.01.