Memorandum of Agreement No. 1
Utilization of Earned Days Off
During the life of this Collective Agreement, the University of Saskatchewan and CUPE 1975 will, on a case by case basis, determine methods by which earned days off (EDO) can be provided in work units while not compromising operational efficiency or increasing loss of productivity or service to the public.
This protocol is agreed notwithstanding previous arbitral or court decisions regarding the interpretation or application of Article 23.1 of this Collective Agreement. The parties consider this protocol to indicate a return to the original spirit and intent of Article 23.1.
Should a dispute occur pursuant to this MOU, the parties agree to submit same to mediation by a mutually agreed to and paid for neutral third party. Should no agreement result, Article 23.1 shall govern.
Memorandum of Agreement No. 2
Hours of Work
May 7, 2014
Whereas the University indicates that the altered hours of work schedule is compromising operational efficiency and customer service in certain areas in the organization;
And whereas, the "Utilization of Earned Days Off" MOU in the collective agreement provides that the parties will, on a case by case basis, determine methods by which EDOs can be provided in work units while not compromising operational efficiency or increasing loss of productivity or service to the public;
And whereas, the Union expressed a willingness to discuss hours of work and recognizes that a different practice may be necessary to meet the operational needs of certain units;
Now therefore, in consideration of these facts, the parties agree to following process:
- Where a unit identifies a concern that is compromising the operational efficiency, productivity or service, the parties agree to discuss alternatives to an EDO schedule on a case by case basis.
- If the parties are unable to agree on alternate arrangement, the parties shall submit the matter to mediation in accordance with the Memorandum of Understanding "Utilization of Earned Days Off".
- Should no agreement be reached through mediation, the matter will be referred to arbitration.
Memorandum of Agreement No. 3
The parties agree that they will review the scope of the CUPE 1975 bargaining unit and the applicable certification orders. The Union shall have ninety (90) days following the signing of the Collective Agreement to identify positions which it believes should fall within its scope. A process will be developed to review the scope of these positions and determine if they fall within the appropriate bargaining unit. The parties agree that they will submit a joint application to the Labour Relations Board to amend the applicable certification orders in accordance with the review.
Memorandum of Agreement No. 4
May 8, 2014
The parties agree to await the outcome of the current jurisdictional review mediation process or 6 months before the end of the 2 year grace period as outlined by the legislation, whichever comes first, prior to enacting any options available under Section 6–11(3) to (6), inclusive, of The Saskatchewan Employment Act.
Memorandum of Agreement No. 5
CUPE Local 1975 President Compensation
April 11, 2018
The University agrees to facilitate the full payment of salary and benefits to the President of CUPE Local 1975 via the regular payment service process. This will include any top-up of salary covered by CUPE Local 1975. Effective April 15, 2018, the pay rate for the CUPE Local 1975 President will be the equivalent of the top of the current Phase VI salary band under the Collective Agreement between the University of Saskatchewan and CUPE Local 1975. Should the compensation structure change as a result of collective bargaining, the compensation rate will remain consistent with the top of the new compensation grid (consistent with trades supervisory staff).
Memorandum of Agreement No. 6
June 29, 2019
- Participation in the Colleges of Applied Arts & Technology (CAAT) DBplus pension plan comes into effect on effective September 1, 2019, or such other date established between the University and CAAT. This will include the following:
- Active members of the current plan and all new eligible entrants, in- scope of CUPE 1975, on or after the effective date will enroll in the CAAT DBplus pension plan for future service;
- For the purposes of participation in the CAAT DBplus pension plan, both parties understand the definition of 'regular full time' in the CAAT plan will be consistent with the definition of 'employee' in the current plan;
- University contributions to the CAAT DBplus will be fixed at 7.0% of pensionable earnings until December 31, 2020, and thereafter will be fixed at 7.5%;
- Member contributions to the CAAT DBplus will be fixed at 7.0% of pensionable earnings until December 31, 2020, and thereafter will be fixed at 7.5%;
- Subject to the approval of CAAT, the Employer agrees to maintain contributions for employees who are on Long-Term Disability;
- Member benefits will be in accordance with the CAAT DBplus pension plan; and
- Governance and administration will be in accordance with the CAAT DBplus pension plan.
- The University will enter into a participation agreement with CAAT for the purpose of participating as an employer in the DBplus component of the CAAT Plan in respect of those employees in-scope of CUPE Local 1975 who are enrolled in the current plan, and which permits the enrollment of similarly-situated employees in the future. The University's participation agreement with CAAT is not subject to negotiation with CUPE 1975, however it must reflect the terms of the Tentative Agreement between the parties. Should either party have concerns regarding the DBplus pension plan, these concerns may be brought forward for discussion at the Joint Consultative Committee (JCC).
- There will be a "Soft Freeze" on the current plan, effective August 31, 2019, or such other date established by the University and coinciding with the effective date of the DBplus pension plan implementation. This will include the following:
- Subject to the provisions below, benefits on accrued service will be frozen on the effective date of change;
- Future salary increases (the calculation of benefits) and future service for early retirement eligibility and vesting will continue to be recognized until members leave the current plan (termination, retirement or death);
- The soft freeze will not constitute a break in continuous service;
- Retired members and deferred members continue to receive benefits from the current plan;
- The University guarantees the maintenance of accrued benefits, including pensions in pay, deferred pensions and past service benefits for active members;
- The University assumes full responsibility for the funding requirements of the current plan, including all investment and funding risks in the future;
- The University assumes full control of the governance of the current plan, which shall include full compliance with the Tentative Agreement between the parties;
- The University will provide CUPE with the draft amendments to the current plan required for this implementation ;
- The enrollment of CUPE members in the DBplus component of the CAAT Plan shall not prejudice the University's rights as both sponsor and administrator of the current plan to unilaterally address past service assets and liabilities, as deemed appropriate by the University, consistent with the terms of the Agreement between the parties.
- In the unlikely event it is impossible to fully satisfy and implement the terms agreed herein, the University will maintain its unilateral authority over the current pension plan and this Tentative Agreement is null and void requiring the parties to resume negotiations for a new Tentative Agreement.
Memorandum of Agreement No. 7
The Employer and Union agree that the COVID-19 Pandemic caused significant disruption to the Employer’s operations and its workforce and to the community they serve. Through the appropriate joint forums, the parties will commit to discussing strategies that encourage all employees to adhere to public health orders and guidance and that minimize the impact of this and any future pandemic in the workplace and in the greater community.