Article 11 – Compensation

All positions within the Union are compensated within the wage schedule attached in Appendix 1. The establishment of wage schedules shall be the subject of negotiation and agreement between the Employer and the Union.

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.

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 phase and step for the new position.

If an employee is promoted or an employee's position is reclassified to ahigher phase, their wage will be placed within the salary phase and step for the new position. If an employee is promoted into a higher phase or a position is placed in a higher phase, the employee will move to the appropriate step in the determined phase, with a minimum increase of four percent (4%), rounded up to the nearest step.

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 the appropriate step in the determined phase, with a minimum increase of four percent (4%), rounded up to the nearest step.

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.

After each completed year of service, employees will increase by one (1) step within the wage schedule up to the maximum step of their positions’ phase.

As per the definition of service, the employee’s service date will be adjusted for leaves of absence without pay in excess of thirty-one (31) calendar days. When an employee’s service date is adjusted, the annual date to increase by one (1) step will be adjusted accordingly.

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.

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.

11.6.1

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.

11.6.2

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 description developed by the Employer.