Comparison of University and ASPA'S Final Offers

USask

Keep increments of up to 2% for employees below the target point

ASPA

Effective May 1, 2021

Introduce a differential increment percentage dependent upon placement within range

• First quartile equals 2% increment
• Second quartile equals 2% increment
• Third quartile equals 1% increment
• Fourth quartile equals 0% increment

Currently, increments of 2% only exist for members below the target point

USask

Effective May 1, 2021

Merit pool decreases to 1.5% of ASPA Payroll; all funds will still be distributed each year

• Remove restrictions around up to 60% of employees eligible to receive merit receiving merit; any percentage of employees eligible to receive merit
• Distribution of merit pool will be 0.75% adds to base and 0.75% lump sum
• Merit capped at no more than $7,500 per employee per merit year

ASPA

Effective May 1, 2021

Merit pool decreases to 1.25% of ASPA payroll; all funds will still be distributed each year

• Remove restrictions around up to 60% of employees eligible to receive merit receiving merit; any percentage of employees eligible to receive merit
• Distribution of merit pool will be 0.625% adds to base and 0.625% lump sum
• Merit capped at no more than $7,500 per employee per merit year

USask

Effective May 1, 2019

• No adjustment to salary ranges
• No negotiated salary increase
• Merit and Increments have already been distributed

Effective May 1, 2020

• No adjustment to salary ranges
• No negotiated salary increase
• Merit and Increments are being distributed

Effective May 1, 2021

• 2% increase to salary range minimum, maximum, and target point
• 1.5% adjustment to base salary up to the maximum of the salary range for all active and eligible employees

ASPA

Effective May 1, 2019

• No adjustment to salary ranges
• No negotiated salary increase
• Merit and Increments have already been distributed

Effective May 1, 2020

• No adjustment to salary ranges
• No negotiated salary increase
• Merit and Increments are being distributed

Effective May 1, 2021

• 2% increase to salary range minimum, maximum, and target point
• 1.5% adjustment to base salary up to the maximum of the salary range for all active and eligible employees

USask

$2,500 signing bonus for all eligible active members (those on leave, temporary layoff, or seasonal layoff would receive the signing bonus upon their return to active status) at the time of signing a tentative agreement and still active in the pay cycle prior to the pay cycle in which the signing bonus will be paid, prorated by FTE (excludes casual appointments)

• $1,000 payment by September 30, 2020
• $1,500 payment by May 15, 2021

ASPA

$2,500 signing bonus for all eligible active members (those on leave, temporary layoff, or seasonal layoff would receive the signing bonus upon their return to active status) at the time of signing a tentative agreement and still active in the pay cycle prior to the pay cycle in which the signing bonus will be paid, prorated by FTE (excludes casual appointments)

• $1,000 payment by September 30, 2020
• $1,500 payment by May 15, 2021

USask

Effective first day of the month following ratification

Increase both employer and employee contribution rate from 6.82% to 7.00%

ASPA

Effective first day of the month following ratification

Increase both employer and employee contribution rate from 6.82% to 7.00%

USask

Short Term Disability (STD)

• Extend the Salary Continuance period from 90 calendar days to 112 calendar days
• Extend current MOA, which allows eligible members between ages 65 to 67 years of age to access the salary continuance benefit

Long Term Disability (LTD)

• Extend the LTD elimination period from 90 calendar days to 112 calendar days
• Extend disability payments to the end of the month in which death occurs
• Change COLA from “CPI up to 3.0%” to “CPI up to 2.0%”

COLA: Cost of Living Adjustment
CPI: Consumer Price Index

ASPA

Short Term Disability (STD)

• Extend the Salary Continuance period from 90 calendar days to 112 calendar days
• Extend current MOA, which allows eligible members between ages 65 to 67 years of age to access the salary continuance benefit

Long Term Disability (LTD)

• Extend the LTD elimination period from 90 calendar days to 112 calendar days
• Extend disability payments to the end of the month in which death occurs
• Change COLA from “CPI up to 3.0%” to “CPI up to 2.0%”

COLA: Cost of Living Adjustment
CPI: Consumer Price Index

USask

Psychologists/Social Workers

Increase annual maximum for Psychologists/Social Workers from $350 to $2,000

• expand to include coverage for psychotherapists, marriage and family therapists, and clinical counsellors, all subject to a combined annual maximum of $2,000 per person per year

Eye Exams

Increase eye exam coverage from $100 to $150

ASPA

Psychologists/Social Workers

Increase annual maximum for Psychologists/Social Workers from $350 to $2,000

• expand to include coverage for psychotherapists, marriage and family therapists, and clinical counsellors, all subject to a combined annual maximum of $2,000 per person per year

Eye Exams

Increase eye exam coverage from $100 to $150

USask

Delete article; however, employees who are currently eligible (ie: 20+ and 25+ years of service) as of date of signing will be grandfathered to receive the benefit.

• Employer will provide ASPA a list of those eligible employees effective the date of signing.

ASPA

Delete article; however, employees who are currently eligible (ie: 20+ and 25+ years of service) as of date of signing will be grandfathered to receive the benefit.

• Employer will provide ASPA a list of those eligible employees effective the date of signing.