• Subject to Article III.3.4.8, other benefits and compensation for part-time members (including entitlements for leave) shall be as follows:
  • Pensionable service will accrue on a pro-rata basis with employee contributions based on salary (e.g. for a .5 member pensionable service would accrue on a .5 basis and contributions would be based on the half time salary).
  • Life insurance and long term disability insurance will be based on the employee's actual salary.
  • Health and dental benefits, if the employee is enrolled, will be provided to the employee as if the employee had a full-time appointment (i.e. no pro-ration).
  • Flexible benefits, professional expenses fund, and tuition waiver will be provided to the employee as if the employee had a full-time appointment (i.e. no pro-ration).
  • EYS's, as per Article IV.5.2.2.6.
  • Any other leaves pro-rated.
  • Legislated benefits pro-rated.

(w) Article III.13.2, .3 (revise fourth sentence), and .4 (second sentence)

• Revise as follows:
  

  .2 Departments and Programs shall develop and maintain assessment instruments that are appropriate to their academic disciplines, with assistance from the Interactive Learning Centre. These instruments will be made available to students in all courses on an annual basis. Such assessments will be made available in confidence to the Department/Program tenure/permanency/personnel committees and COAP in cases where the member is under consideration for tenure, promotion or merit on the basis of excellence in teaching.

  .3 ... Each member's assessment shall be for the confidential information of that member except as noted in III.13.2 or, in other cases, at that member's option.

  .4 ... Members may also submit these dossiers...

(x) Article IV.1.3

• Amend to read "...including, but not limited to, provisions..."

(y) Article IV.2.1.1.1 - Allocation of Teaching and Departmental/Program Duties

• Replace the first paragraph with the following:

  There shall be an Annual Marking Fund with a total allocation of $4.50 per student course based on the University's total year-end official undergraduate enrolment from the immediately preceding academic year. The Marking Fund shall be used to provide TUFA members with marking assistance. Support from the Fund is not available for courses taught on overload. There shall be two competitions, one in October for 80% of the Fund and one in January for 20% of the Fund plus any surplus from the first competition. The monies shall be allocated to individual members through applications to the Department/Program Chair who shall submit the application on behalf of the Department/Program to the Dean. When denial of an application is contemplated, the Dean shall consult with Joint Committee.

• Amend the second and third sentences of the second paragraph to read:

  The Dean shall report after February 1 of each year how the Marking Fund was allocated. Any unallocated or unspent funds shall be allocated to the Dean's contingency fund.

(z) Article IV.4 - Professional Expenses Fund

• Amend existing article to read as follows:
  

  In addition to the provisions for research established by other University policy, the Board shall establish for each member a Professional Expenses Fund which may be used in support of required duties under IV.1.1(ii) or IV.1.2(iv) (a) and/or (b) of this Agreement. Claims for reimbursement, together with original evidence of expenditures, shall be submitted to and processed by the Office of the Dean of Arts and Science. Receipts will be retained in the Office for audit purposes. Any materials remaining after use by the member for purposes of research shall be the property of the University. Eight hundred dollars ($800) shall be credited on the first day of July of each year to the Professional Expenses Fund of each member. On each June 30, unspent portions will be carried over to the next academic year, provided that the total on July 1 of any year will not exceed the sum of professional expenses and flexible benefits made available from the immediately preceding three years). Balances exceeding this amount on July 1 will have the excess permanently removed therefrom. Such removed balances shall be allocated to the Dean's contingency fund. A full accounting...

(aa) Article IV.5.1 - Definitions

• Add a new (c) as set out below and renumber existing (c) and (d):
  

  (c) A research leave is equivalent to, and carries the same conditions, benefits and obligations as, a sabbatical leave, except as noted elsewhere in this Agreement and except that a research leave is based on banked course releases rather than EYS.

(bb) Article IV.5.2.2.10

• Revise to read "...a member's retirement, death, resignation..."

(cc) Article IV.5.2.5.1(b) - Application for Sabbatical Leave

• Delete existing third paragraph and amend to read as follows:
  

  Applications shall include details of the member's plans for the proposed sabbatical leave, including its relationship to the member's research program and/or professional activity and including the location of the proposed project or projects. The Dean shall ensure that members are made aware of the requirement that updates to curriculum vitae and full curriculum vitae, as required, under IV.8.3 must be available for use in consideration of the application.

(dd) Article IV.5.2.5.1(c)

(ee) Article IV.5.2.8 - Report on Leave

• Amend second sentence to read: "This report shall be submitted to the Dean/University Librarian within 90 days of the completion of the leave." Amend last sentence to read: "... shall be published annually in the Trent Report or equivalent publication."

(ff) Article IV.5.3.2.2

• Amend as follows:
  

  Where warranted by very special, unexpected and unusual circumstances, the maxima specified in IV.5.3.2.1(a) and (b) may be increased by no more than one (1) additional year. Requests for such an increase shall be subject to the procedure set out in IV.5.3.1 and must have the support of the member's Department/Program Committee and the additional leave shall, in every case where granted, be regarded as a general unpaid leave.

(gg) Article IV.5.3.4.4

• Revise to read "Where an increase in leave has been..."

(hh) Article V.4 - Leaves and Sabbaticals

• Delete existing Article V.4 , re-number the balance of Article V, and revise existing Article IV.5 as follows:
  

IV.5.2.1 (p.75) Add:
For librarian members only a six month leave may be divided into two (2) units of three (3) months provided that no librarians are thereby displaced, without their consent, from their place on the three year plan.

IV.5.2.5.1(a)i
After review by the Department/Program/Library Personnel Committee, and approval by the Departmental/Program/Librarians' Committee, a departmental/program/library plan for sabbaticals shall be submitted to the Dean and COAP by November 15 of each year.

IV.5.2.5.1(a)ii
The departmental/program/library sabbatical plan shall cover the three year period subsequent to those years for which sabbaticals have already been approved, and shall list for each year which members of thedepartment/program/library shall be scheduled to take sabbatical leave.

IV.5.2.5(a)iii Revise as follows:
The departmental/program/library sabbatical leave plan shall reflect as closely as possible the requests for leaves for members, provided that due regard is paid to the needs of the department/program/library. Unless there is a contrary advantage for the academic/professional development of members conflicting requests shall be resolved by the department/program/library in favour of the member having the greater number of EYS and/or the greater period of time elapsed since the last sabbatical leave.

IV.5.2.5(a)iv Add after final sentence:
The University Librarian shall review the library's three year sabbatical plan and may require revisions to the plan on the grounds of library needs. The three year plan shall then be forwarded to the Dean and COAP.

IV.5.2.5(a)v
Following any such revision to departmental/program/library plan in any given year, and subject to sub-paragraph IV.5.2.5.1(c) below, no member shall be displaced by their department/program or by the Dean or in the case of librarian members, by the University Librarian without their consent from their place on the three-year department/program/library plan.

IV.5.2.5.1(b)
Applications for sabbatical leave shall in the first instance be submitted, for information only and not for assessment, to the Departmental/Program/Library Personnel Committee. This procedure is intended solely to assist members in the preparation and formulation of applications for sabbatical leave.

Applications for sabbatical leave shall be made by members in accordance with departmental/program/library three-year plans, and shall be forwarded to the Dean by February 15 of the academic year two (2) years prior to the academic year for which the leave is requested.

IV.5.2.5.2 Revise as follows:
The Dean may, after consulting the department/program/library and COAP, and upon timely application by a member, recommend to the President special authorization for a sabbatical leave when the member is unexpectedly offered an unusual opportunity to further personal academic/professional development at a time not scheduled in a departmental/program/library plan. The Dean shall ensure that departmental/program/library needs are not harmed by such special authorizations, and the possibility of such harm shall be grounds for rejecting such an application. If the Dean decides against a request for such special authorization, reasons shall be provided in writing to the member.

IV.5.2.6 Revise as follows:
The Dean shall have discretionary power to authorize a limited number of full or partial replacements for teaching members on sabbatical leave. The Vice President (Academic) on the advice of the University Librarian shall have discretionary power to authorize a limited number of full or partial replacements for librarian members on sabbatical leave bearing in mind the needs of the library. Replacements for teaching members allocated by the Dean shall be on the basis of departmental or program need, paying particular attention to the needs of small departments and programs, and to the provision of the more frequent leaves accruing to departmental/program three-year plans. Such replacements shall be allocated as well so as to give effect to special authorizations for sabbatical leave when required.

IV.5.3.1.3 Revise as follows:
Applications shall be judged with due regard to the academic/professional development of the member applying for the leave, the needs of the department/program/library and equity considerations, with respect to other members. ...

IV.5.3.1.4 Revise as follows:
Applications for unpaid leave shall be reviewed by the member's departmental/program/library personnel committee and departmental/program/librarians' committee and shall be transmitted promptly to the Dean by the departmental/program Chair, or in the case of librarians, by the University Librarian, together with the recommendations of these bodies, and the Chair's or University Librarian's own recommendation.

IV.5.3.3 Revise as follows:
Members granted unpaid leave shall be replaced or partially replaced. Such replacements shall be available to departments/programs or the library to meet the academic/library needs created by the unpaid leave.

IV.5.3.4.4.1 Revise as follows:
Under special circumstances, and upon the approval of the Departmental/Program/Librarians' Committee, the Departmental/Program/Library Personnel Committee, and the Departmental/Program Chair/University Librarian, members on probationary appointments may seek authorization for a maximum of one (1) year of sabbatical leave, unpaid leave or full research leave, but such period of leave must not be taken during a year in which they are to be considered for tenure/permanency.

IV.5.5 Revise as follows:
When the Dean recommends against a request for leave by a faculty member under any of the provisions of IV.5, or recommends against a request for leave by a librarian under the provisions of IV.5.1, IV.5.2 or IV.5.3, the member may request that the President reconsider such recommendation.
When the University Librarian recommends against a request by a librarian for leave under the provisions of IV.5.4, the member may request that the President reconsider such recommendations.

(ii) Article V.5.1

• Amend to add "... and Feliciter, and electronic distribution media relevant to librarians as established by the University Librarian in consultation with the Librarians' committee, and these shall be placed..."

(jj) Articles VI.6.3 line 5 and VI.9.2.2(b) line 5

• Replace the word "their" with "her/his".

(kk) Article VIII.1 - Salary Scales

• Revise existing clause to read : "The salary scales shall be as set out in Schedules A and AA."

(ll) Article VIII.2 - Compensation for Departmental and Program Chairs

• Delete existing second paragraph and in first paragraph amend "$3970" to "$4220".

• Amend second sentence to read: "... and Culture, Watershed Ecosystems, and Native Studies shall..."

• Amend existing last paragraph to read:
  The stipend of $4220 stated above is for 1998/1999 . It shall be increased annually thereafter on July 1 in accordance with the corresponding percentage increase to salary rank/step B1 (see Schedule A) over the previous July 1.

(mm) Article VIII.4.1 - Benefits

• Amend the reference in (c) to "WCB" to "WSIB" and make a similar change if required anywhere else in the collective agreement.

(nn) Article VIII.4 - Benefits

• Amend existing Article VIII.4.1(f)(i) as follows:

  1. Vision Care - A two hundred dollar ($200.00) optical benefit which shall be available once in any twelve (12) consecutive month time period in accordance with the terms and conditions of the Plan, effective July 1, 2000.

• Amend existing Article VIII.4.1(f)(v) by adding a new second paragraph as follows:

  Dental Plan/Orthodontic Treatment - single or family coverage, as appropriate; $2000.00 lifetime maximum per eligible family member; 50% co-insurance (i.e. carrier and staff member pay half each of eligible orthodontic fees), effective July 1, 2000.

(oo) Article VIII.7 - Flexible Benefits Plan

• Amend existing Article VIII.7.1 to read "... credit of $150 (increased to $200 effective July 1, 2000) which shall..."

(pp) Schedule A - Salary Scales

• Replace existing Schedule A with a new Schedule A in the form attached hereto as "Schedule A - Salary Scales".

(qq) Schedule AA - Parity

• Replace existing Schedule AA with a new Schedule AA in the form attached hereto as "Schedule AA - Parity".

(rr) Appendix C - Full Time Positions

• Delete this Appendix and renumber remaining Appendices as required.

(ss) Appendix E - Academic Computer Needs Assessment

• Delete this Appendix and renumber remaining Appendices as required.

(tt) Appendix I to M

• Include these Appendices with the following added prior to existing Appendix I: "The parties agree that the provisions of Appendices [existing I to M] are entirely or substantially redundant, but agree to include them in the renewal collective agreement pending finalization of matters concerning the new Contributory Pension Plan for TUFA Employees of Trent University and issues related thereto."

(uu) Appendix N and O Letters of Understanding

• Delete these Appendices and renumber remaining Appendices as required.

(vv) Joint Committee Letter of Understanding

• Add a Letter of Understanding "XX" as follows:
  

  The parties agree that during the term of the collective agreement, the Joint Committee will discuss the following matters in a good faith attempt to resolve each of them:

  
  
  • To the extent necessary, issues arising from the Report of the existing bi-lateral committee on the TriCouncil Policy on Ethics in and Research Involving Human Subjects.
  • File and record keeping regarding human rights investigations and issues related thereto.
  • The inter-relationship between this collective agreement and other collective agreements with University employee groups.
  • Anomalies in rank-step positions of members of the bargaining unit.
  • Entry and re-entry into the bargaining unit for academic administrators, college heads and faculty representatives to the Board of Governors.

5.) This Memorandum of Settlement constitutes the agreement of the parties' respective negotiating committees and all other proposals are withdrawn.

Dated at Peterborough this day of January , 2000.

University Negotiating Committee		TUFA Negotiating Committee
Graham D. Taylor		E.A. (Skip) Maxwell
Aldous S. (Sally) Young		Stefan Bilaniuk
Brian D. Siegner		Peter C. Dawson
Margaret R. Sanders		Janice S. Millard
Susan L. Bartsch		Douglas G. Lowe

Note: A bracketed rank/step (e.g. C19) designates a corresponding salary step which is attainable in that rank only by way of a merit award.

* See Schedule AA Parity for future revisions to the salary scales.

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 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 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 / i(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 "i ( ... )" 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 = i(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 5.1 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.