All members shall enroll in employee benefit plans for which they are eligible according to the terms of those plans. Detailed information concerning the following benefit plans will be provided by Human Resources and updated regularly:

1. University Pension Plan
2. Group Life Insurance Plan
3. Salary Continuance Plan
4. Family Dental Plan
5. Family Extended Health Care Plan
6. Flexible Spending Program
7. Business Travel Insurance

12.1.1 Benefits for Members on Seasonal Layoff

During seasonal layoff, Seasonal Employees will be eligible to continue their benefits under Article 12, unless prohibited by the benefit plan. If the member elects to continue benefits, they will be required to pay both the employee’s and the employer’s share of the premium costs.

After an initial qualifying period of twenty-six (26) weeks from the date of hire, members who work at least three hundred and ninety (390) hours during the qualifying period will be provided with benefits under the Part-time Benefits Plan as per The Saskatchewan Employment Act.

All members who hold an appointment greater than or equal to 0.5 FTE and greater than six (6) months shall be enrolled in the pension plan. The University and the members of the plan shall each make contributions to the plan. The current contribution rate is 7.0% and is matched by the University. The pension plan is administered in accordance with the terms of the plan.

Members with less than 0.5 FTE may be eligible for part-time pension in accordance with pension legislation.

All members who hold an appointment of greater than or equal to 0.5 FTE and greater than or equal to a six (6) month term will be eligible for Group Life Insurance. This may include a three (3) month waiting period as per the terms of the plan.

All members who have an employee status of permanent or seasonal or a term appointment of greater than or equal to 0.5 FTE and greater than or equal to one (1) year will be eligible for the Salary Continuance Plan.

For those eligible members, the Salary Continuance Plan is designed to provide income replacement when members are unable to work due to extended illness or injury and/or becoming disabled. In addition, the Salary Continuance Plan provides income replacement for brief and intermittent absences due to illness, injury and/or receipt of treatment, including (but not limited to) traditional Indigenous healing practices.

All members who hold an appointment of greater than or equal to 0.5 FTE and greater than or equal to a six (6) month term will be eligible for the Dental Plan. This may include a three (3) month waiting period as per the terms of the plan.

All members who hold an appointment of greater than or equal to 0.5 FTE and greater than or equal to a six (6) month term will be eligible for the Extended Health Care Plan, including a drug card with mandatory generic substitutions.

Eligible members will be provided with $900 annually in a Flexible Spending Program (FSP). The Program provides additional health and wellness benefits. Total credits will be allocated amongst the Health Spending Account and the Personal Spending Account, in accordance with the term of the plans.

Eligible members are those enrolled in the Family Extended Health Benefit Plan as per the FSP terms of reference.

Remaining credits in either account can be carried forward to the next benefit year only.

All members are eligible for business travel insurance coverage.

The Accountable Professional Expense Fund (APEF) is available to eligible members except those on unpaid leave unless special approval to access the APEF is granted by the People Leader and in accordance with relevant Employer policies.

Eligible members are defined as:

1. Permanent or seasonal employees in a greater than or equal to 0.5 FTE position
2. Term appointments that are greater than or equal to 0.5 FTE and have greater than or equal to a one (1) year appointment
3. Other term appointments less than 0.5 FTE and greater than one (1) year or less than or equal to 1.0 FTE and less than one (1) year receive APEF allocation prorated based on their total FTE

On May 1, each member will receive an annual APEF allocation of $1,100. The allocations are cumulative from year to year to a maximum of $9,000.

Members who are appointed between November 1 and April 30 will have their APEF allowance reduced by 50% for the first year of employment only.

Members returning from leave without pay will have their allocation prorated in proportion to time worked during the fiscal year and their payroll FTE status on the date of return to work.

APEF is to be used primarily for professional development. Professional development includes those activities which enhance a member’s work performance or effectiveness. In addition, participation in professional development activities that advance the University’s Indigenization goals and strategies, including those related to the Truth and Reconciliation Calls to Action, are highly encouraged.

In addition, APEF may be used to defray expenses associated with related professional activities, teaching, education, or research.

Eligible expenses and claim procedures are subject to University Policies and Guidelines.

• APEF Guidelines

Registration for University of Saskatchewan courses is completed through the normal class registration procedure. The tuition waiver is accessed through Student Finance and Awards. The waiver does not cover student fees.

Eligible members shall be entitled to one of the following per academic term:

1. Tuition waived (not reimbursed) for the cost of a three (3) credit unit undergraduate (or equivalent credit units) course taken for credit; or
2. Tuition waived for graduate and fixed fee programs. The maximum tuition to be waived (not reimbursed) per academic term will be equivalent to the cost of one (1) three (3) credit unit course at the Category six (6) Canadian student undergraduate tuition rate; or
3. Tuition waived (not reimbursed) for the cost of auditing a three (3) credit unit undergraduate (or equivalent credit units) course, provided that space is available in the course.

If the course is taken during normal working hours, approval must be obtained in advance from the Academic/Administrative Leader.

Eligible members are defined as:

1. Permanent or seasonal employees in a greater than or equal to 0.5 FTE position
2. Term appointments that are greater than or equal to 0.5 FTE and have greater than or equal to a one (1) year appointment
3. Other appointments are eligible to apply for the Tuition Waiver at 50% prorated
   • Eligibility is based on the criteria for benefits or the accumulation of 400 hours within a two (2) year period using ASPA hours only

Effective May 1, the University will provide an annual allotment of $180,000 to the TRF.

The specific allocation will be determined by the Association on an annual basis. The TRF is available for members’ immediate family (spouses, partners, and children). Tuition reimbursements will be made annually. Terms of reference for the fund will be subject to agreement between the parties. Student Finance and Awards at the University will administer the fund.

All unexpended tuition reimbursement funds will be carried forward from year to year.

12.12.1 Eligibility Criteria

The TRF is open to students who are immediate family members (spouses, partners, and children) of Association members’.

In order to be eligible, applicants must have successfully completed one or more University of Saskatchewan courses that qualify for credit toward a degree or diploma program.

If an Association member resigns, retires, become deceased or ceases to be an Association member, dependents may apply for a tuition reimbursement for the academic year that encompasses the day the Association member ceases to be a member of Association.

The University agrees that members shall have access to the University’s Kinesiology fitness facilities as part of a wellness initiative subject to the priorities of teaching, research and intramural and intercollegiate sports, as established by the University. This is a taxable benefit in accordance with the Income Tax Act set out by the Canadian Revenue Agency.

The Employer agrees to provide an EFAP as described in the Joint Stakeholder Agreement dated 29 March 2007 and as amended from time to time by the EAP Board. The Stakeholder Agreement may be modified from time to time with the approval of the EAP Board following consultation with all parties to the Agreement. The Association will provide a representative to the EAP Board as per the Stakeholder Agreement.