FAQS: 2019 Tentative Collective Agreement

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This page provides general information on general questions. If you a have a specifc situation that you would like to discuss with a member services officer, please make an advocacy appointment.

As we get more questions, more categories may be added.


FAQS

General Wage Increases (GWIs)

Q: When will the GWIs come into effect?

A 2% GWI will be implemented retroactively to July 1, 2019. A second 2% GWI will be implemented retroactively to July 1, 2020. Members will be informed by the University when they will receive the retroactive payments, but due to a series of logistical challenges, we are not expecting members to receive the GWI adjustments prior to September of 2020.

Q: I started at UBC in October of 2019 and am in my probationary period. Will I still receive the 2% general wage increases as well as my probationary increase?

A: Yes. You will receive a 2% general wage increase retroactive to your start date and another 2% GWI retroactive to July 1, 2020. You will still be eligible for your first step increase (often colloquially, but incorrectly referred to as a probationary increase), once you pass probation.

Please note that GWI and individual step increases are separate and should not impact one another. If you are told you are not getting a first step increase of 4%, for any reason, please contact the AAPS Office.

Q: I transferred departments in January 2020, and my two jobs were at different pay grades, will I still be eligible for the GWI?

A: Yes. Up until January 2020 your retroactive GWI will be calculated based on your old pay grade, and after January 2020 your GWI will be calculated based on your new paygrade.

 

M&P Staff PD Fund

Q: Does this mean we can use more than $550 this year?

A: The increase in funding to the M&P Staff PD Fund is to the general pool of money available to AAPS’ 5,000 members. The amount is set for this fiscal year but will be re-evaluated on an annual basis.

Q: With the increase in PD funds, will there be any changes to the types of expenses that are eligible for the fund?

A: The amount of money the University will contribute to the fund has increased, but the rules that are applied to the fund remain unchanged.

 


Merit Pay

Q: Does the new rule around merit increase apply to those who did not get merit last year when it should have been their year to have it?

A: The practice changes around merit pay will not be applied retroactively.

 


Parental Leave

Q: I am going on parental leave in July. Can I get the SEB top-up?

A: Please contact the AAPS Office if you are currently on or, are planning to take, Parental Leave within the next few months. We will need to look at each person’s specific situation.

Q: I will be going on maternity leave, will I also get an additional SEB top-up for the parental leave portion?

A: Yes, for up to 10 weeks of parental leave, assuming you meet the eligibility criteria.

Q: I took Parental Leave last year. Can I get the SEB top-up retroactively?

A: No, the SEB parental leave top-up will not be applied retroactively.

Q: Can you please provide an example of the exact duration of the SEB payment period if I am the mother and I take both the University's Maternity Leave Supplemental Employment Benefit and the University's Parental Leave Supplemental Employment Benefits?

A: Most parents who physically give birth will be entitled to 17 weeks of SEB top-up for Maternity Leave and 10 weeks of SEB top-up for Parental Leave, for a total of 27 weeks of SEB.

Q: As a hopeful adoptive mother, will I have access to Maternity Leave and Parental Leave, or am I only eligible for Parental Leave? How does SEB top-up apply to my situation?

A: Maternity Leave only applies to the parent who physically gives birth to the child. This is not the criteria of either AAPS or UBC but is set out in federal and provincial legislation. Under the current Agreement, the parent who gave birth to the child is eligible for 17 weeks of SEB while they are on Maternity Leave, and nobody received SEB for Parental Leave. The new Agreement provides for 10 weeks of SEB for Parental Leave, which you would be eligible for if you adopt.

 

Term Appointments

Q: I am concerned about how this new Agreement changes the conditions for Term employees. Can you explain how this benefits us?

  1. The Tentative Collective Agreement establishes criteria for positions to be classified as a term position. Positions that don't fit that criteria must be ongoing positions. Anecdotally, AAPS is familiar with a number of positions that do not meet the criteria established in the Tentative Agreement. Some positions that are currently term positions need to be converted to ongoing positions because they do not fit the new criteria.
  1. The new Agreement guarantees, in most cases, that you will be employed to the end of your term. Currently, it is possible for many term employees to have their employment with the University terminated prior to the end of their term.
  1. The new Agreement also creates rules for the length of a term of employment. If you are normally offered a one-year term of employment, it may be the case that the new Agreement will entitle you to terms of longer than a year. If you would like more information about whether this would be the case for your position, please contact the AAPS Office to make an appointment with a Member Services Officer.

Q; How do I know if my position meets the definition of Term or Continuing position under the new rules?

A: For an analysis of whether your position would meet the new definition of term employee, please contact the AAPS Office for a confidential conversation about your specific situation.

Q: I’m on a term now. Do I not get notice now?

A: No! Changes to Term Appointments under this Agreement apply to future appointments or re-appointments. If you are serving a term that started before June 2, 2020 you will be following the 2014 Collective Agreement for notice entitlements. If you have questions specific to your situation, please contact the AAPS Office for personalized assistance.

 


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