11.1 Wage Ranges
All positions within the Union are compensated within the wage ranges attached in Appendix 1. The establishment of wage ranges shall be the subject of negotiation and agreement between the Employer and the Union.
11.2 Placement and Review of Positions
Placement and review of positions will be determined according to the following procedure:
11.2.1 New Positions
New positions within the scope of CUPE 1975 will be placed in a Family and Phase by Human Resources based on the criteria set out in the job placement manual. Any employee who believes the position has been inappropriately placed may request a review in accordance with Article 11.2.2.
11.2.2 Review of Position Job Family and/or Phase
Any employee and/or supervisor/manager, Dean, Administrative Head or designate, who believes a position has significantly changed and the current placement no longer accurately reflects the position, may request a review, in writing. The review can occur only once per twelve (12) month period and will be conducted by Human Resources.
|Human Resources will conduct its review and provide a written decision and reasons within sixty (60) days of receipt of the application in Human Resources. Where circumstances warrant, the parties may mutually agree to extend the sixty (60) day timeline.|
11.2.3 Salary Adjustments through Transfer, Promotion, or Review
If an employee transfers into a different position, their wage will be placed within the salary range for the new position.
If an employee's position is promoted or reclassified into a different family and/or higher phase, their wage will be placed within the salary range for the new position. If a position is placed in a higher phase, a minimum increase of four percent (4%) will be realized.
If an employee's current wage is above the wage range, the wage will remain red-circled.
Employees will be informed of any change by Human Resources.
The effective date for any wage adjustments shall be the pay period following the date the application was submitted by the applicant to their reporting manager. Wage adjustments will be processed after the thirty (30) day appeal period, under Article 11.2.4, has lapsed.
11.2.4 Appeal of Position Review Decisions
Either party may request an appeal within thirty (30) calendar days of receipt of the written decision by Human Resources. The Joint Appeal Committee (consisting of two (2) CUPE and two (2) management representatives appointed by the parties) will review these requests and render a decision. All appeal decisions are final and not subject to the grievance procedure. In the event the Joint Appeal Committee does not reach consensus, the parties will seek the assistance of a mutually agreed-to and paid for third party expert whose decision shall be final and binding. A position which has been the subject of an appeal may not be the subject of another review (and appeal) until twelve (12) months have elapsed since the appeal decision was rendered.
The effective date for any wage adjustments shall be the pay period following the date the application was submitted by the applicant to their reporting manager. Wage adjustments will be at a minimum of four percent (4%). Notwithstanding the above, no employee will have a reduction in base wage as a result of this process. Wage adjustments will be processed after the appeal decision is rendered.
11.3 Regular Increment
Two percent (2%) increments up to the maximum of the wage range are provided annually (commencing January 1, 2007 and each January 1 thereafter) to recognize growth in proficiency from experience and a satisfactory level of performance to employees with greater than one (1) year of continuous service. Employees with less than one (1) year of continuous service will be eligible for a pro-rated increment on the basis of the number of days by which their employment precedes January 1.
If an employee's performance is rated unsatisfactory the two percent (2%) increment may be withheld. An employee's performance may only be rated as unsatisfactory if the employee fails to meet communicated performance expectations. A disciplinary record, where a penalty has already been imposed, will not itself be a basis for an unsatisfactory performance rating.
Where an employee has had an increment withheld in the preceding year for unsatisfactory performance and where the employee is eligible for and receives an increment in the following year, then the withheld two percent (2%) increment will be added to the following year's increment and paid from the date of that following year's increment forward, but not paid retroactively for the year it was withheld, subject to the range maximums.
An employee, within thirty (30) days of being notified by Human Resources that their increment is being withheld, may appeal the withholding of their increment on the basis of unsatisfactory performance. The Joint Appeal Committee (consisting of two (2) CUPE and two (2) management representatives appointed by the parties) will review these appeals and render a decision within sixty (60) days or such longer time as the committee may agree. All appeal decisions are final and not subject to the grievance procedure. In the event the Joint Appeal Committee does not reach consensus, the parties will seek the assistance of a mutually agreed to and paid for third party expert who, if unable to bring about a consensus, may render a final and binding decisions.
11.4 Market Adjustments
The determination and payment of market adjustments is the sole responsibility of the Employer. On July 1 of each year the Employer will provide to the Union a list of those employees who are receiving market adjustments. In the event a new market adjustment is warranted or the Employer has reason to change or eliminate an existing market adjustment the Employer will notify the Union one (1) month in advance of this change being implemented.
After a market adjustment has been in place for three (3) consecutive years, this adjustment shall be incorporated into the base wage for that position.
11.5 Temporary Performance of Duties
Where possible, the Employer shall distribute opportunities as identified in Article 11.5.1 and Article 11.5.2 to all interested and qualified staff within the unit for employee engagement and career developmental purposes. On a quarterly basis, the Union shall be advised, in writing, of any appointments made under this Article.
11.5.1 Temporary Performance of Duties of a Higher Phase
An employee expected to perform the duties of a job in a higher Phase will be assigned those duties in writing by the Dean, Administrative Head or designate and additional compensation will be provided. When such an appointment is for a period in excess of three (3) consecutive days, a total of seven (7) non-consecutive days in a pay period, or at the discretion of management for anything of a lesser period, the employee will be paid a premium of ten percent (10%) on the employee's current salary for the assigned period. Should the additional premium result in a monthly salary exceeding the highest salary of the Phase of the new work they are performing, the maximum of the range of the new Phase will apply.
11.5.2 Temporary Performance of Supervisory Duties
An employee expected to perform temporarily the duties of their supervisor will be assigned those duties in writing by the Dean, Administrative Head or designate and additional compensation may be provided up to a maximum of ten percent (10%) of the employee's current salary for the assigned period.
11.6 Student Compensation
Students (who are primarily University of Saskatchewan students) employed to perform the full scope of duties within an existing Family and Phase of the CUPE 1975 bargaining unit shall be paid in accordance with the respective salary range.
Notwithstanding Article 11.6.1, the Employer may establish new student positions within the Scope of CUPE 1975. Accordingly, new positions will be placed within the current range of established FAPA rates by mutual agreement between Human Resources and CUPE 1975 based on a review of the position profile developed by the Employer.