1 MARCH 29, 2015 YORK UNIVERSITY OFFER FOR RECOMMENDED SETTLEMENT ONLY IN THE MATTER OF COLLECTIVE BARGAINING NEGOTIATIONS FOR A RENEWAL COLLECTIVE AGREEMENT FOR UNIT 3 1 B E T W E E N : YORK UNIVERSITY (the Employer ) - and CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 3903 (the Union ) MEMORANDUM OF SETTLEMENT FOR A RENEWAL COLLECTIVE AGREEMENT UNIT 3 1. The term of the renewal collective agreement shall be from the date of ratification to August 31, 2017 and shall have no retroactive effect whatsoever other than as expressly set out herein. 2. The Employer commits that in the event that it implements an automated benefit plan enrolment capacity for other employee groups, the University will undertake to implement automated benefit plan enrolment for employees represented by CUPE Should automated benefits plan enrolment be implemented for employees represented by CUPE 3903, it is expected that employees will continue to be responsible for manually enrolling dependents. 3. Following ratification, the following sentences will be added to offers of admission to a graduate program that include reference to work-related funding: Teaching Assistantship work assignments and Graduate Assistantship work assignments are covered under collective agreements between the University and CUPE Local The collective agreements and links to employment-related benefit information can be found at the following sites: fr.info.yorku.ca 4. The Parties agree to make the discussion of implementing online access to individual work histories, reviewing the blanket application process, and developing an online job application process a priority on the reconvening of the Joint Labour Management Committee following the ratification of collective agreement. 5. The final form of the renewal collective agreement is subject to a housekeeping review including, for example, consecutive numbering of all Articles and numerical consistency in references to Articles throughout the collective agreement. 6. Upon ratification employees in the bargaining unit will receive a lump sum payment, less deductions required by law, in an amount equivalent to the difference between the wages they received from September 1, 2014 up to the date of ratification and what they would have received during the same period of time had the wage rates been increased effective September 1, 2014 by 1.5%.
2 2 7. The University and the Union have an outstanding grievance regarding the University s decision to increase tuition for incoming international students starting September 1, 2013 which is currently before an arbitrator. In the context of new Letter of Intent 1 in place of existing Letter of Intent 1 the parties agree to withdraw the grievance and consider all matters relating to the grievance resolved in respect of employees in Unit 3. Such withdrawal of the grievance is without prejudice to the rights of the Union or the University in respect of any other matter and shall not be referred to or relied on in regard to any other case or circumstance. 8. Upon ratification the President and Vice-Chancellor of the University will send a letter in the form attached hereto as Schedule A. 9. From the date of ratification onward, for the term of the collective agreement, the University commits that there will be no increases in the tuition fees for domestic or international graduate students (except MBA, IMBA, MPA, part-time LLM students, MHRM and MDes). 10. In the event that LGBTQ is included as one of the designated employment equity groups under the collective agreement of any other York University employee group, LGBTQ will be added as one of the designated employment equity groups under each of the Unit 1, Unit 2 and Unit 3 collective agreements. Paragraph 10 withdrawn by Employer in context of proposal of new Article (Employment Equity) March 23, The Parties agree to the Return to Work Protocol attached hereto as Schedule B 12. The bargaining teams of both Parties agree unanimously to recommend the Settlement Offer for ratification in their respective decision making and voting process.
3 1. COVER PAGE 3 Revise as per date of ratification and term of renewal collective agreement 2. TABLE OF CONTENTS Revise as necessary as per terms of renewal collective agreement 3.a. EXECUTIVE DIRECTOR, FACULTY RELATIONS Replace references in collective agreement to Assistant Vice-President (HR & ER) to Executive Director, Faculty Relations (e.g. Articles , (ii), 6.05, 6.06, and 6.18). 3.b ARTICLE 4.03 SEXUAL, GENDER AND GENDER IDENTITY HARASSMENT Revise Article as follows: The union and the employer recognize the right of employees to work in an environment free from sexual, gender and gender identity harassment, and undertake to take all possible and appropriate actions to foster such an environment. In acknowledging that sexual, gender and gender identity harassment are serious issues, the employer undertakes that no York University student who is or has been employed in the bargaining unit or any employee in the bargaining unit shall be penalized in her student status or employment status as result of suffering workrelated sexual, gender or gender identity harassment. In keeping with this objective the Parties agree: (i) (ii) (iii) to co-operate with the aims and purposes of the Centre for Human Rights; to co-operate with the Centre for Human Rights in the development of educational programs for CUPE 3903 members and contract administrators; to follow the procedures set forth in Article respecting the separation of parties to a sexual and/or gender harassment dispute. The employer further agrees: (iv) (v) to continue to sponsor educational programs mounted by the Centre for Human Rights for the University community with a view to developing a mandatory program including sexual harassment and sexual assault (sexual violence); and to discipline, where appropriate, an employee-harasser pursuant to the provisions of Article 8. 3.c. ARTICLE 5.04 (EMPLOYMENT EQUITY COMMITTEE) Add a sentence to the end of existing Article 5.04 (Employment Equity Committee) and add a new Article as follows:
4 The Parties agree to make the definition of underrepresentation and the application of intersectionality data a priority for discussion on the reconvening of the Equity Committee following ratification of the collective agreement No later than 3 months following the ratification of the collective agreement, the Employment Equity Committee will be convened to develop a plan for the inclusion of LGBTQ as an employment equity group under the collective agreement and the CUPE 3903 Employment Equity Plan, taking into account the absence of reliable external and internal representational data. The Plan to include LGBTQ as an employment equity group will be recommended to the Parties and the agreed upon plan will be promptly implemented. Mis en forme : Non Surlignage 4. New ARTICLE POSTING Add new Article Posting and revise numbering in Article 10 Positions and Rates of Pay as follows: 4b Revise as follows: BENEFITS (1) DENTAL PLAN (a) The Employer shall contribute toward the yearly administration cost and eligible claims under an Administrative Services Only ( ASO ) Group Dental Plan for each employee. (b) The employer agrees to continue to pay the administrative cost and cost of eligible claims for each individual enrolled in the Plan for four months after the expiration of her graduate assistantship. Effective September 1, 2015 the employer agrees to continue to pay the administrative cost and cost of eligible claims for each individual enrolled in the Plan for five months after the expiration of her graduate assistantship. This and any other provisions governing the removal of individuals from the Plan may be modified from time to time by the Labour/Management Committee. Mis en forme : Police :(Par défaut) Arial, 11 pt (2) DRUG PLAN (a) The employer shall contribute toward the yearly administration cost and claims under an ASO Group Drug Plan for each employee. (b) The employer agrees to continue to pay the administrative cost and cost of eligible claims for each individual enrolled in the Plan for four months after the expiration of her Appointment Contract(s). Effective September 1, 2015 the employer agrees to continue to pay the administrative cost and cost of eligible claims for each individual enrolled in the Plan for five
5 months after the expiration of her graduate assistantship. (c) All provisions concerning the establishment or maintenance of the ASO Plan shall be governed by the Labour/Management Committee. (3) VISION CARE PLAN (a) The Employer shall contribute toward the yearly administration cost and claims under an ASO Group Vision Care Plan for each employee. (b) The employer agrees to continue to pay the administrative cost and cost of eligible claims for each individual enrolled in the Plan for four months after the expiration of her appointment contract(s).. Effective September 1, 2015 the employer agrees to continue to pay the administrative cost and cost of eligible claims for each individual enrolled in the Plan for five months after the expiration of her graduate assistantship. (c) All provisions concerning the establishment or maintenance of the ASO Plan shall be governed by the Labour/Management Committee. 5 The parties agree that dental, drug, vision care and family benefits will be provided through an ASO Plan administered by the York University Department of Total Compensation (Pension and Benefits). ARTICLE 10 POSITIONS AND RATES OF PAY Posting Except as otherwise provided in the Collective Agreement, all positions in Unit 3 shall be electronically posted by the hiring unit on a site accessible to employees and the Union. The following posting deadlines shall apply other than in exceptional circumstances: July 1 st for positions scheduled to begin in September; November 1 st for positions scheduled to begin in January; and March 1 st for positions scheduled to begin in May. GAship postings shall be clearly labelled as Unit 3 and shall identify: (i) the duties, responsibilities and tasks; (ii) reasonable qualifications of the position; (iii) the number of hours of the graduate assistantship; (iv) the start and end date of the GAship; (v) application deadline; Postings shall indicate whether priority in the assignment of the position will be given to applicants for whom the position will partially or fully satisfy the applicant s funding commitment from the University.
6 6 All applicants for these positions must complete an application form and submit a curriculum vitae, if required by the unit, for consideration by each hiring unit in which she seeks a position. All appointments shall be made from among the applicants who meet the qualifications. Hiring Units will make available a common application form or template (hard copy or electronic) VACATION PAY RECORD OF EMPLOYMENT PAYMENT INTEREST ON FEES GA FINANCIAL ASSISTANCE SUMMER ASSISTANCE BENEFITS 5. ARTICLE REMUNERATION FOR GRADUATE ASSISTANTS For September 1, 2014, increase the September 1, 2013 Graduate Assistantship rate by 1.5% ATB, for September 1, 2015 increase that rate by 1.5% ATB, and then for September 1, 2016 increase that rate by 1.5% ATB. Add the following to the end of existing Article 10.02: Pursuant to Articles (GA Financial Assistance) and (Summer Assistance) below, eligible employees holding a Graduate Assistantship who are registered full time and pay fees in the Fall, Winter and Summer Terms may earn, in addition to their Graduate Assistantship salary, non-taxable funding up to the amounts set out in the table below:
7 7 GA Financial Assistance (2 Summer Assistance Total Terms) International Student GA $2,170 (GA in1 st year) $3,000 $5170 $2,590 (GA in subsequent $5590 year) Domestic Student GA $1,298 (GA in 1 st year) $3,000 $4,298 $1,628 (GA in subsequent year) $4, ARTICLE GA FINANCIAL ASSISTANCE Revise Article GA Financial Assistance to increase the GA Financial Assistant Rates as follows: GA FINANCIAL ASSISTANCE Effective September 1, 2012 all members of the bargaining unit who are domestic students shall receive $590 in the fall and winter terms. Beginning in the Fall of 2014 all employees in the bargaining unit shall receive $630 in the fall and winter terms; beginning in the Fall of 2015 this amount will increase to $670; and beginning in the Fall of 2016, this amount will increase to $708. Beginning in the Fall of 2012 all employees in the bargaining unit who in the previous academic year had a GAship shall receive $710 in the fall and winter terms. Beginning in the Fall of 2013 all employees in the bargaining unit who in the previous academic year had a GAship shall receive $740 in the fall and winter terms. Beginning in the Fall of 2014 all employees in the bargaining unit who in the previous academic year had a GAship shall receive $790 in the fall and winter terms; beginning in the Fall of 2015 this amount will increase to $840; and beginning in the Fall of 2016 this amount will increase to $888. All members of the bargaining unit who are international students shall receive $715 in the fall and winter terms, $745 beginning Summer 2012 and $775 beginning September Beginning in the Fall of 2014 all employees in the bargaining unit who are international students shall receive $875 in the fall and winter terms; beginning in the Fall of 2015 this amount will increase to $975; and beginning in the Fall of 2016 this amount will increase to $1085. Beginning in the Fall 2012 all employees in the bargaining unit who are international students and who in the previous academic year had a GAship shall receive $865 in the fall and winter terms. Starting in the Fall of 2013 all employees in the bargaining unit who are international students and who in the previous academic year had a GAship shall receive $925 in the fall and winter terms. Beginning in the Fall of 2014 all employees in the bargaining unit who are international students and who in the previous academic year had a GAship shall receive $1025 in the fall and winter terms; beginning in the Fall of 2015 this amount shall increase to $1150; and beginning in the Fall of 2016 this amount will increase to $1295. Employees in the Unit 1 bargaining unit receive any graduate financial assistance through the Unit 1 collective agreement and accordingly are not eligible for any Unit 3 GA financial assistance under this Article.
8 8 The Faculty of Graduate Studies will make best efforts to post the financial assistance to students accounts within six weeks of the start of the relevant term. 7. ARTICLE SUMMER ASSISTANCE Revise Article Summer Assistance to increase the Summer Assistance rate as follows: SUMMER ASSISTANCE Bargaining unit members assigned a graduate assistantship in the fall/winter session of (September 1 to April 30) and who are registered full-time in summer will receive GA summer assistance in the immediately following summer term (May 1 to August 31) of that year in the amount of $1,200. This amount will be increased to $1,300 for the summer 2013 and increased to $1750 for the summer Effective May 1, 2015, this amount will be increased to $ ARTICLE WRITTEN NOTICE OF ASSIGNMENT Revise existing Article as follows: Withdrawn - STET 9.a. ARTICLE TECHNOLOGY Stet Article b. ARTICLES , CHILD CARE For , amend existing Articles and to add a one-time amount of $10,000 in addition to the existing amount of $40,000. Effective September 1, 2015 onward, add a new Article Childcare Fund and renumber the balance of the Article: Child Care Fund A Child Care Fund in the amount of $200,000 will be made available in each of and The administration of the Fund will be referred to the Joint Labour Management Committee. 10. Article 17 Duration and Modification of Agreement Revise Article per term of renewal collective agreement: This agreement shall continue in force and effect from the date of ratification to August 31, and shall be renewed automatically thereafter for periods of one year each unless either party notifies the other in writing within the period of ninety days before the agreement ceases to operate that it desires to amend or terminate this agreement. Where notice to amend the agreement is given, the provisions of this agreement shall
9 continue in force until a new agreement is signed or the right to strike or lock out accrues, whichever first occurs (a) ARTICLE 18 WAYS & MEANS FUND Revise Article 18 Ways and Means Funds as follows: 18 WAYS & MEANS FUND Mis en forme : Police :Arial Mis en forme : Police :Arial The employer will pay to the union $40,245 upon ratification, $42,245 for and $44,245 for towards the union s Ways and Means Fund, which fund is administered by the Union. Effective September 1, 2014, the employer will pay to the union $59,245 towards the union s Ways and Means Fund. Effective September 1, 2015, the employer will pay to the union $74,245 for each year of the collective agreement. In addition, $10,000 will be allocated to the Fund each year of the collective agreement for the purpose of assisting any employee with a disability requiring work related accommodation (e.g., adaptive computer). (b) ARTICLE 20 GA BURSARY FUND Stet Article Article 21 Fund Protection Revise first paragraph of existing Article 21 as follows: There will be no diminution in the per employee amount in the funds listed below during the term of this collective agreement as a result of an increase in the number of employees in the bargaining unit as at October 1, , and October 1, , and October 1, Growth in the number of employees will be measured on the basis of a two-collective agreement lag using October 1 st as the date; Tfor the collective agreement, growth in the number of employees will therefore be measured on the basis on which growth in the number of employees will be measured isof the number of employees as of October 1, In the case of the funds below where such is indicated, the basis on which growth in the number of employees will be measured is the growth in the number of employees who are eligible to use the funds. As an example of how this Article will apply, if the per employee amount available is $10 based on 100 employees as of October 1, 2008 and the number of employees increases to 110 as of October 1, 2012, the fund will be supplemented by $100 in the year of the Collective Agreement. If the number of employees is 90 as of October 1, 2013, no supplement will be required and the fund will be $1000. Mis en forme : Police :Arial Mis en forme : Police :Arial, Exposant Mis en forme : Police :Arial 13. ARTICLE 22 CUPE 3903 BENEFITS FUND Revise Article 22 CUPE 3903 Benefits Fund as follows: 22 CUPE Benefits Fund Mis en forme : Police :(Par défaut) Arial
10 10 Effective September 1, 2011 the Employer will provide to CUPE 3903 the total amount of $100,000 to assist CUPE 3903 to fund and administer its own plan or arrangement for benefits not covered by the collective agreement. Effective September 1, 2012 increase the total amount to $150,000. Effective September 1, 2014, the total amount will be increased to $170,000, and effective September 1, 2015, the total amount will be increased to $180,000 per year. 14. ARTICLE 24 TRANS FUND Revise Article 24 to read as follows: 24 TRANS FUND Effective September 1, 2011 the $10,000 allocated to this Fund will be increased to $20,000. Effective September 1, 2014 $30,000 will be allocated to this Fund. Allocations from the Fund will be made by the Union. An annual report on the disbursement of monies shall be submitted in writing to the Labour/Management Committee. 15.a. LETTER OF INTENT 1 (TUITION OFFSET) Replace existing Letter of Intent 1 with a new Letter of Intent 1 as follows: 1. In the event the tuition fee rates for graduate students (except MBA, IMBA, MPA, parttime LLM students, MHRM and MDes) are increased above the currently frozen tuition rates, as announced by the University on September 28, 2005 and/or administrative or ancillary fees are increased, the administration ensures that members of the bargaining unit who register full-time and pay fees will not have their compensation eroded by increases to these fees for the term of this collective agreement. Effective 1, 2014, in the event that graduate tuition fees (except MBA, IMBA, MPA, parttime LLM students, MHRM and MDes and other professional programs as may be approved) and/or administrative or ancillary fees are increased above the Board of Governors approved rates for domestic and visa students as of September 1, 2012, any employees in the bargaining unit who are registered full time and pay the higher fees will receive funding in an amount equivalent to the tuition increase in order that their net income from salary, including negotiated salary increases, is not offset by the tuition and/or administrative/ancillary fee increase. Such funding may include increases in Graduate Financial Assistance or other sources that do not require the performance of work in exchange for the additional funding. Such funding will not include any needsbased bursaries. Mis en forme : Surlignage 15.b. LETTER OF INTENT 2 OFFSET Revise existing Letter of Intent 2 as follows: 2. OFFSET The parties agree that any across-the-board increase in the salary/wage rates or increases in the Graduate Financial Assistance or Summer Financial Assistance rates
11 11 negotiated by the parties shall not be offset by a decrease in monies from other sources in subsequent sessions in defining annual minimum funding levels for individual graduate students, all other things being equal. The parties agree that the monetary value of any increase in the salary/wage rates negotiated by the parties shall represent an increase in the annual minimum funding levels for individual graduate students. This is not intended to guarantee previous levels of actual funding for individual graduate students year-over-year. As an illustration, a graduate student is awarded a minimum funding level for a given year of $20,000$10,000, and the wage/salary component is $10,000 $5,100 in that year. If the negotiated wage/salary increase for the next year is 2%, then the value of the negotiated wage/salary rate increase would be $200 $102 and the minimum funding level in the next year would become $20,200be increased to $10,102. Any increase in the negotiated GA Financial Assistance or Summer Financial Assistance component would similarly be in addition to the $10,000. If an employee raises a concern about the application of the above provisions the parties will meet promptly to discuss the issue and endeavour to resolve it if necessary. 13. All outstanding proposals are withdrawn. SIGNED at Toronto this 7 th day of March, 2015 FOR THE EMPLOYER Per: Barbara Crow Per: Shawn Brixey Per: Barry Miller Per: Rob Lawson FOR THE UNION Per: Shoshana Elharar Per: Sita Kaith Per: Tracy Lynn Mack Per: Raj Virk Per: Mohan Mishra SCHEDULE A LETTER FROM THE PRESIDENT AND VICE-CHANCELLOR, VICE-PRESIDENT ACADEMIC AND PROVOST AND VICE PRESIDENT FINANCE AND ADMINISTRATION Lucas McCann, President, York University Graduate Students Association 325 Student Centre, York University
12 12 Faiz Ahmed, Chairperson, CUPE Atkinson Building, York University Dear Mr. McCann and Mr. Ahmed: We are writing to invite you and the organizations you represent to join us in an exercise to advocate with the Provincial Government to provide Ontario universities with funding for international students. This exercise will complement the many other efforts that York University is undertaking with the Government and representatives of other Ontario universities. As a first step of this exercise, we would like to convene a meeting with you to discuss how best to coordinate our advocacy efforts on this important matter. To this end, the President's Office will assist in making arrangements for the meeting. Sincerely, Mamdouh Shoukri President and Vice Chancellor Rhonda Lenton Vice President Academic and Provost Gary Brewer Vice President Finance and Administration SCHEDULE B YORK UNIVERSITY AND CUPE 3903 UNIT 3 RETURN TO WORK PROTOCOL 1. There will be no discrimination, reprisals or penalties of any kind against any bargaining unit 3 employees (hereafter employees ) by CUPE 3903 in connection with the strike, including the decision of an employee not to participate in strike activity. 2. The Employer will not discipline, discriminate, or take reprisals of any kind against any employees for participation in the strike. 4. The strike commenced on Tuesday, March 3, Striking employees will receive compensation for work performed up to March 2, 2015, the day before the strike started, in their regular pay on March 25 th. 5. Completing GA Assignments (a) Academic terms underway were in the 43rd teaching day of what was initially a 72 teaching day term on March 2, 2015 the day before the strike started. (b) Pursuant to the Institutional Remediation Guidelines for Senate Executive Committee and the March 16, 2015 Communication from the Executive Committee of Senate, the Winter Term has been reduced by Senate Executive from 72 to 66 days, or to approximately 92% (c) Employees will receive 100% of the compensation for the Winter 2015 term. Upon return to work, supervisors shall call a meeting to discuss the workload for the remainder of the term in the context of Appendix D Graduate Assistant Workload Form, making any required
13 13 adjustments for the fulfillment of the duties of the assignment. The payment of these monies will be made to eligible employees on the regular monthly pay dates as their remaining Winter Term duties are rescheduled and completed. 6. The Employer will not charge interest on tuition payments incurred as a result of payments missed during the strike. 7. Any dispute regarding the interpretation of this protocol shall be referred to the grievance procedures provided in the collective agreement, beginning with step 4.
The University of British Columbia Board of Governors Policy No.: 72 Approval Date: July 2004 Last Revision: June 2005 Responsible Executive: Vice-President, Students Title: Access to the University of
Page 1 CONTRACT SETTLEMENT PACKAGE The University presents this contract settlement package covering all open issues, namely: 1. Health Insurance 2. Wages/Payroll (Stipends) 3. Tuition/Fee Waivers 4. Workload
A Guide to Long Term Disability Benefits The University of Maine System is proud to offer a Long Term Disability (LTD) plan to eligible employees. Long term disability is defined as a severe illness or
Page 1 CONTRACT SETTLEMENT PACKAGE The University presents this contract settlement package covering all open issues, namely: 1. Health Insurance 2. Wages/Payroll (Stipends) 3. Tuition/Fee Waivers 4. Workload
THE UNIVERSITY OF ALBERTA Agreement Contract Academic Staff: Teaching July 1, 2006 (incorporating July 2008 amendments) 1 TABLE OF CONTENTS Recitals 1 Article 1: Definitions and Abbreviations... 1 Article
Summary of Union Offer for Settlement August 31, 2011 (complete with prejudice offer attached) Summary Wages 2 year agreement Year 1 3% Year 2-3% Other Provisions Article 1.1 - Requires part-time persons
Collective Agreement Between The Board of Governors of the University of Calgary And The Graduate Students' Association May 1, 2014- April 30, 2016 Contents ARTICLE 1: DEFINITIONS... 4 ARTICLE 2: RECOGNITION...
The parties agree to recommend the following as full and final settlement for the renewal of the Collective Agreement between PIPSC (representing the Radiation Therapy group of employees) and Sunnybrook
1 STIIP (Short Term Illness and Injury Plan) 1.1 Eligibility (a) Regular employees shall be covered by the Short Term Illness and Injury Plan upon completion of six months active service with the Employer.
Collective Agreement between The UNIVERSITY of WESTERN ONTARIO and THE PUBLIC SERVICE ALLIANCE OF CANADA Local 00610 For the Period September 2012 to August 2015 1 COLLECTIVE AGREEMENT entered into this
December 18, 2012, RN, MBA St. Michael s Hospital 30 Bond Street Toronto, Ontario Dear Ella, I am pleased to offer you the position of Executive Vice President, Programs, Chief Nursing Executive and Chief
UNIVERSITY OF WASHINGTON 401(a) SUPPLEMENTAL RETIREMENT PLAN Amended and Restated, Effective February 17, 2011 Table of Contents Article Page ARTICLE 1. INTRODUCTION...1 1.1. Amendment and Restatement...1
1 LTD (Long Term Disability Plan) 2.1 Eligibility (a) (1) Regular full-time employees shall be covered by the Long Term Disability Plan upon completion of six months active employment with the Employer.
YORK UNIVERSITY PENSION PLAN (Amended and Restated as at January 1, 1992) Unofficial Consolidation to December 31, 2013 This is an unofficial consolidation of the York University Pension Plan including
Staff Wage and Salary Guidelines Preface These procedures apply to staff employed by the University of Southern California. In the event of a discrepancy between these procedures and guidelines and a collective
MEMORANDUM OF UNDERSTANDING FOR A RECIPROCAL STUDENT EXCHANGE PROGRAM BETWEEN AND UNIVERSITY OF NEW HAMPSHIRE The University of New Hampshire, located in Durham, New Hampshire, hereafter referred to as
MANAGEMENT AGREEMENT BETWEEN THE COMMONWEALTH OF VIRGINIA AND VIRGINIA POLYTECHNIC INSTITUTE AND STATE UNIVERSITY PURSUANT TO THE RESTRUCTURED HIGHER EDUCATION FINANCIAL AND ADMINISTRATIVE OPERATIONS ACT
CONTRACT THIS CONTRACT, made and entered into as of the day of, 20, by and between FLOYD HEALTHCARE MANAGEMENT, INC. d/b/a FLOYD MEDICAL CENTER FAMILY MEDICINE RESIDENCY PROGRAM ("FHMI"), and (hereinafter
A B C D Introduction APPOINTMENT PROCEDURES FOR SENIOR ACADEMICAND ADMINISTRATIVE OFFICERS OF THE UNIVERSITY General Selection Committees Academic Tenure and Senior Appointments Rules for the Operation
LAKEHEAD UNIVERSITY EMPLOYEE PENSION PLAN MEMBER BOOKLET 2011 1 TABLE OF CONTENTS Introduction... 3 Eligibility... 4 Contributions... 5 Individual Account... 8 Short Term Account... 8 Retirement Dates...
APPENDIX B AGREEMENT CONCERNING PAYROLL DEDUCTIONS FOR CONTRIBUTIONS TO COMMITTEE ON POLITICAL EDUCATION ( COPE ) FOR EMPLOYEES REPRESENTED BY UNION OF RUTGERS ADMINISTRATORS, AMERICAN FEDERATION OF TEACHERS
INTRODUCTION This information booklet has been prepared to give you an informal summary of the main features of your group insurance program. This booklet is not an insurance policy, and does not grant
Constitution of the Masters of Business Administration Association at the University of Alberta School of Business Ratified September 11, 2013 0 Table of Contents 1. Definitions... 3 2. Identity... 3 a)
City of Minneapolis Fair Labor Standards Act Procedures for Exempt Employees (Link to Policy) Applies to: All employees classified as exempt as defined by the Fair Labor Standards Act (FLSA). These procedures
ARTICLE 15: PAID TIME OFF (PTO) 15.1 Definition. Paid Time Off (PTO) is an all-inclusive flexible time off policy in place of traditional individual vacation, sick, injury, and personal leave programs.
BROWN UNIVERSITY TUITION AID PROGRAM (TAP) FOR DEPENDENT CHILDREN INFORMATION GUIDE FOR CAMPUS-BASED FACULTY AND STAFF EFFECTIVE May, 2015 Table of Contents Overview 1 Definitions 1 Benefit Levels 2 Eligibility
Article 25 Pension and Benefits 25.01 Pension The University shall administer a defined contribution pension plan registered under the Pension Benefits Act (Ontario). a) Eligibility Every Teaching Faculty
THE STATE OF ILLINOIS BILL TEXT Copyright 2006 by State Net(R), All Rights Reserved. 2005 IL S.B. 931 ILLINOIS 94TH GENERAL ASSEMBLY SENATE BILL 931 BILL TRACKING REPORT: 2005 Bill Tracking IL S.B. 931
Provincial Collective Bargaining Agreement Effective September 1, 2013 to August 31, 2017 Between the Boards of Education and the Government of Saskatchewan and the Teachers of Saskatchewan Index Preamble...
EFFECTIVE: 05 December 2012 SUPERSEDES: 16 March 2011 AUTHORITY: Council RATIFIED BY: Council 24 October 2012 Executive Council 30 October 2012 RELATED DOCUMENTS: By-Law #1 PAGE 1 of 9 of UNIVERSITY STUDENTS
! " #$%&' ( First, an important note from our lawyers. This booklet is intended only as a guide and does not establish any legal rights. It is intended as a summary of the benefits provided at the time
Page: 45 C. Civil Service Employees 1. Coverage This Subsection C. applies to all civil service employees of the Board unless otherwise provided by these Regulations, by law, or by the terms of a collective
Collective Bargaining Agreement Writers Guild of America, East and Gawker Media The Writers Guild of America, East, Inc. AFL-CIO, hereinafter called WGAE or the Union, and Gawker Media LLC, hereinafter
Memorandum of Agreement ("MOA") between Rutgers, the State University of New Jersey, and the Rutgers Council of AAUP Chapters, AAUP-AFT, for Successor Collective Negotiations Agreements for the Faculty-TA/GA
EFFECTIVE: 30 October 2012 SUPERSEDES: 16 March 2011 AUTHORITY: Council RATIFIED BY: Council 24 October 2012 Executive Council 30 October 2012 RELATED DOCUMENTS: By-Law #1 PAGE 1 of 9 of UNIVERSITY STUDENTS
JUNE 3, 2012 11:30 PM WITHOUT PREJUDICE SETTLEMENT OFFER VIA MEDIATOR WITHDRAWN IF NOT ACCEPTED ON JUNE 3, 2012 MEMORANDUM OF SETTLEMENT B E T W E E N: THE GOVERNING COUNCIL OF THE UNIVERSITY OF TORONTO
Document title: AUTHORIZED COPY Retirement Plan for Bargaining Unit Employees of Florida Progress Corporation Document number: HRI-PGNF-00013 Applies to: Keywords: Progress Energy Florida, Inc. (bargaining
02 - HUMAN RESOURCES / STAFFING 02.01 Position management Electronic records Data used in the management of employment positions: incumbents, position status, job descriptions, position groups, benefit
Agreement between University of Maine System and The Maine Part-Time Faculty Association American Federation of Teachers Local #4593 AFT-Maine, AFL-CIO September 1, 2015 August 31, 2017 Agreement between
COMMUNITY COLLEGE SYSTEM OF NEW HAMPSHIRE Section: BOT 300 Human Resources Date Approved: December 20, 2007 Effective Date: January 1, 2008 Amended Date: April 11, 2014 These policies may be amended at
1100.1 Eligibility Requirements for Rensselaer s Benefit Plans Purpose To establish the eligibility requirements for Rensselaer s benefit plans. Definitions Accidental Death and Dismemberment refers to
1 The Public Employees Pension Plan Act being Chapter P-36.2 of the Statutes of Saskatchewan, 1996 (effective July 1, 1997) as amended by the Statutes of Saskatchewan, 2000, c.4; 2001, c.50 and 51; 2002,
MEMORANDUM OF UNDERSTANDING Between THE METROPOLITAN GOVERNMENT OF NASHVILLE AND DAVIDSON COUNTY And FRATERNAL ORDER OF POLICE, ANDREW JACKSON LODGE #5 Representing Sworn members of the Metropolitan Nashville-Davidson
St. Thomas University Group Policy Number: G0050234 Plan B: Support Staff Employee Name: Certificate Number: Welcome to Your Group Benefit Program Group Policy Effective Date: September 1, 2010 This Benefit
SENATE REGULATION 10: Student Financial Regulations Introduction The University s general policies relating to the setting and payment of tuition and other fees are set out in Council Ordinance 10 (CO10).
COLLECTIVE AGREEMENT Between THE UNIVERSITY OF BRITISH COLUMBIA and CANADIAN UNION OF PUBLIC EMPLOYEES Local 2278 September 1, 2010 August 31, 2014 THE UNIVERSITY OF BRITISH COLUMBIA COLLECTIVE AGREEMENT
Administrative Regulation 3:1 Responsible Office: Executive Vice President for Finance and Administration Date Effective: 9/10/2013 Supersedes Version: 5/14/2013 University of Kentucky Retirement Plans
COMPREHENSIVE AGREEMENT Between the International Union, United Automobile, Aerospace and Agricultural Implement Workers of America, UAW and its Local Union No. 148, and Boeing Commercial Airplane Long
PROCEDURES FOR THE APPOINTMENT AND REAPPOINTMENT OF THE VICE-PRESIDENT ACADEMIC AND PROVOST University Policy No.: GV0305 Classification: Governance Approving Authority: Board on Recommendation of Senate
Policies of the University of North Texas System Administration 03.403 Staff Employee Discipline Human Resources Policy Statement. University of North Texas System Administration employees are expected
Provincial Collective Bargaining Agreement Effective September 1, 2010 to August 31, 2013 Between the Boards of Education and the Government of Saskatchewan and the Teachers of Saskatchewan Index Preamble...
Senate Agenda EXHIBIT III January 18, 2008 Appendix 1 AN AGREEMENT FOR AFFILIATE MEMBERSHIP FOR HUC WITHIN TST This Agreement made as at the day of, 2008, B E T W E E N: THE TORONTO SCHOOL OF THEOLOGY,
Program: Human Resources Program Based Budget 2014-2016 Page 39 Program: Human Resources Vision Statement: To be the principal authority for human resources management and a key strategic contributor to
Information Session CUPE Local 3906, Unit 1 Return to Work Agreement and Collective Agreement 2009-2011 November 26 th, 2009 Agenda 1. Welcome 2. Return to Work Protocol 3. Collective Bargaining Update
MAXIM INTEGRATED PRODUCTS, INC. 2008 EMPLOYEE STOCK PURCHASE PLAN (As amended) 1 The Company wishes to attract employees to the Company, its Subsidiaries and Affiliates and to induce employees to remain
DEPENDENT CARE FLEXIBLE SPENDING ACCOUNT APPENDIX B TO THE FLEXIBLE BENEFIT PLAN The effective date of this document is January 1, 2013 Table of Contents ARTICLE IB - DEFINITIONS... 1 1.01B Dependent...
Policy Statement for Teaching Assistants, Teaching Fellows, and Graduate Student Assistants University of Pittsburgh Effective July 1995 Contents Definitions...1 Appointment Guidelines... 2 Appointment
University of British Columbia (the University) CUPE Local 2278 English Language Instructors Contract Number 23218 Part G Effective January 1, 2008 Table of Contents Table of Contents General Information...1
COLLECTIVE AGREEMENT BETWEEN THE GOVERNORS OF THE UNIVERSITY OF CALGARY AND ALBERTA UNION OF PROVINCIAL EMPLOYEES LOCAL 052 April 1, 2015 - March 31, 2018 NUMERICAL INDEX ARTICLE PAGE PART A (COMMON PROVISIONS)
Senate Engrossed State of Arizona Senate Forty-fifth Legislature First Regular Session 0 SENATE BILL AN ACT AMENDING SECTION -, ARIZONA REVISED STATUTES, AS AMENDED BY LAWS 00, CHAPTER, SECTION ; AMENDING
OF ETFO IMPROVEMENTS TO CURRENT IMPOSED CONDITIONS ISSUE Addressing the ETFO Salary Penalty Effective September 1, 2014, elimination of the 2% salary penalty for ETFO teachers Effective September 1, 2014,
UNIVERSITY OF ROCHESTER LONG-TERM DISABILITY PLAN The Long-Term Disability (LTD) Plan provides a monthly income benefit when an individual is totally disabled for more than six months. The benefit provided
GROUP SHORT TERM DISABILITY INSURANCE PROGRAM State of Michigan - Department of State Police CERTIFICATE OF INSURANCE We certify that the Person whose name appears on the enrollment card attached to this
In force as of 15 March 2005 based on decision by the President of NIB ARBITRATION REGULATIONS Contents I. SCOPE OF APPLICATION... 4 1 Purpose of these Regulations... 4 2 Applicability to different staff
Draft 5/13/16 General Terms UFCW Local 1189/ARGA Tentative Agreement Terms (Grocery Unit) Ratification Date 5/26/16 Full Committee Recommendation 1. Consolidate, revise, and clarify language where possible
SUMMARY OF TENTATIVE AGREEMENT BETWEEN PRO/UAW AND UC COMPENSATION AND BENEFITS Salary/Stipend We negotiated a number of improvements to make Postdoc compensation at UC among the very best in the US. Put
UNIVERSITY OF WASHINGTON RETIREMENT PLAN (UWRP) Amended and Restated, Effective October 21, 2010 Table of Contents 1. Establishment of Plan...1 2. Definitions...1 2.1. Accumulation Account...1 2.2. Annuity
WOMEN S UNIVERSITY IN AFRICA ADDRESSING GENDER R DISPARITY AND FOSTERING EQUITY IN UNIVERSITY EDUCATION TRAINING AND DEVELOPMENT POLICY DOCUMENT TRAINING AND DEVELOPMENT POLICY TABLE OF CONTENTS CONTENTS
STUDENT EXCHANGE AGREEMENT between Lancaster University and Partner University In recognition of the continuing relationship between Lancaster University, hereafter referred to as LU, and Partner University,
Short Term Disability: Exempt Employees Eligibility Minimum Hourly Requirement Waiting Period for Benefits Elimination period Benefit Percentage Maximum Duration Definition of Earnings Successive Periods
I. PHILOSOPHY CITY COLLEGE OF SAN FRANCISCO FACULTY HIRING PROCEDURES It is the philosophy of the San Francisco Community College District that hiring procedures and guidelines be established to provide
HEALTH AND WELFARE BENEFITS 9.1 Employee and Dependent Insurance Coverage 9.1.1 In all aspects of benefits, coverage is extended to include domestic partners (same or different sex), subject to provider
UNIVERSITY OF ALBERTA ADMINISTRATIVE AND PROFESSIONAL OFFICER AGREEMENT July 2010 (incorporating Feb 7, 2014 change to Appendix J) Table of Contents Recitals... 1 Article 1 Definitions... 1 Article 2 Application...
As of July 1, 2015, California law provides for mandatory paid sick leave under the Healthy Workplaces, Healthy Families Act (the "Act"). This paid sick leave policy is intended to comply with the requirements
Short Term Disability: Exempt Employees Eligibility Minimum Hourly Requirement Waiting Period for Benefits Elimination period Benefit Percentage Maximum Duration Definition of Earnings Successive Periods
COLLECTIVE BARGAINING AGREEMENT between MARYLAND INSTITUTE COLLEGE OF ART and SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 500, CtW August, 2015 June 30, 2018 PREAMBLE Both the Union and the Employer recognize
This amended version of Rule 742-5-08 is pending approval by JCARR 742-5-08 Service credit purchases by payroll deduction. (A) A member of Ohio police and fire pension fund ("OP&F") may purchase any type
ST. JOHN S UNIVERSITY DEFINED CONTRIBUTION RETIREMENT PLAN (JANUARY 1, 2015 RESTATEMENT) INTRODUCTION This document is both the formal document that constitutes the St. John s University Defined Contribution