2014 Collective Bargaining Update #4—Tentative Collective Agreement

The AAPS bargaining committee is pleased to announce that after intensive mediation this weekend with Mediator Irene Holden, AAPS and UBC have reached a tentative Collective Agreement. The AAPS bargaining team would like to thank Ms. Holden for her assistance in helping the parties reach an agreement. The bargaining committee recommends ratification of the deal.

The highlights of the Agreement are as follows:

  •  UBC has agreed to change its guidelines to ensure that terminated employees on working notice will be eligible for the M&P Staff PD Fund and considered for merit. Employees will now be eligible for merit as long as they are still working in the unit or department when the merit based review process is being conducted. Under the previous policy, members had no automatic right to consideration for merit and most members on working notice were denied merit
  • UBC and AAPS have agreed on clear and distinct language about what the University may require from members to substantiate a sick leave.
  • Employees terminated on a without cause basis will have greater assistance when applying for jobs at UBC. Providing the requisite qualifications for the vacant position are met, employees will be granted an interview throughout their entire notice period. Under the old agreement, this assistance was limited to either three or six months dependent on years of service.
  •  UBC agrees to invest an additional $70,000 per year into the Professional Development (PD) Fund, increasing the fund to a total of $760,000 by July 1, 2018. The current PD Fund budget is $480,000 per year. This was achieved by agreeing to lower the notice entitlement for term employees to 18 months. The change in notice entitlements will affect members who are term employees, with 18 or more years of service who do not manage staff. Those who do manage staff are already limited to 18 months as per the Public Sector Employers Act. While AAPS was hesitant to agree to this change, we were faced with balancing a very substantial increase in the PD Fund in exchange for a change in notice entitlement that we estimate will affect three to five members per year. In the end, we felt the offer that UBC made for the infusion of new funding into the PD Fund was in the best interest of all our members.
  • Changes to Letter of Agreement # 1 on Salary Administration and Pay Structure reflect the terms of the Market Salary settlement reached in 2012 between the parties. In the revised Letter of Agreement, UBC commits to consulting AAPS on methodology prior to the next market survey and to implement the results of the market survey in a timely manner.
  • The General Wage Increase (GWI) agreed to is in line with the PSEC mandate of 5.5% over five years. Timing and distribution of the GWIs is dictated by PSEC and is as follows:

July 1, 2014 – 0%

July 1, 2015 – 1%

July 1, 2016 – 0.5%

May 1, 2017 – 1%

July 1, 2017 – 0.5%

May 1, 2018 – 1%

July 1,  2018 – 0.5%

May 1, 2019 – 1%

  • The Agreement also includes access to potential increases as part of the Economic Stability Dividend mandate. Under PSEC’s mandate, starting in the fiscal year 2015/2016, if BC’s GDP outperforms government projections by greater than 1%, members will be eligible for up to an additional 0.5% wage increase in that year. Most labour economists agree that the chances of this scenario coming to pass are remote.
  • The term of the deal will be for five years, from July 1, 2014 to June 30, 2019.

AAPS members will be sent a schedule of information sessions on the tentative Agreement and may also contact the AAPS Office at aaps.office@ubc.ca with their questions. Online voting to ratify the Agreement will begin November 5, 2014, and voting instructions will be emailed to members.

The bargaining committee wishes to thank members for their patience throughout this process. The committee looks forward to sharing further details of the 2014 Collective Agreement with the AAPS membership.

If you would like more details of the 2014 Tentative Collective Agreement, please see the Details of the Agreement pdf.

Online voting on the ratification of the 2014 Tentative Collective Agreement is open until November 25, 2014. Please click here for the voting instructions.