On the Radar Volume 2 Number 2

“On the Radar” is an electronic news bulletin for members of the Association of Administrative and Professional Staff at UBC.  It is published via email (text version) and on our website (including graphics) on a periodic basis throughout the year, under the guidance of the AAPS Communications Committee (Chaired by Wendy Ma).  Writing and editing by David Harvey.  Layout and design by Petra Ormsby.  Web design and graphics are by Michael St. Claire.  Members wishing to make submissions please contact David Harvey at david.harvey@ubc.ca. Submissions in this issue include items from: Wendy Ma, Michael Peterson and Natasha Malloff.

In This Issue

Much of this issue is devoted to highlighting some of the professional development opportunities that are available to AAPS members.  We hope that the information provided will assist in identifying P.D. opportunities of interest to you.  The hyperlinks below will aid you in jumping to the articles you would most like to read.

PD Possibilities … 

Following is only a partial list of the PD opportunities available to M&P staff at UBC (we have published those that were known to us at the time of writing). The courses and seminar offerings listed below are grouped into two broad headings: “Professional Development” and “Personal Interest”.  We hope that by arranging the information in this way it is easier for you to access programs that best suit your needs.

Professional Development Offerings

Paying for PD:

1.  UBC Tuition Fee “Waivers” for M&P Staff

All AAPS members and their immediate family members are eligible for tuition fee “waivers”.  While this is not a full waiver of tuition as at other universities such as SFU, it is a significant contribution towards the tuition cost of learning at UBC.  For complete information on accessing this benefit check out the HR website at:

http://www.hr.ubc.ca/benefits/employment_group/mp/ppd/tuition.html open link in new window (or tab)

2.  Individual PD Funds

New in this collective agreement are individual PD funds for AAPS members.  Members can apply for up to $250 per year (pro-rated for part-timers) from a central fund administered by the Organizational Development and Learning department of Human Resources.  The fund commences retroactive to July 1, 2005 with $70,000 and it grows by $95,000 per year until it reaches $450,000 at the end of the current contract.  To apply, submit your receipts via inter-office mail to Julie Stockton, Director OD&L, Human Resources and mark the envelope “M&P Professional Development Fund”.

Sauder School of Business Offerings

5 - 7Fundamentals of Finance and Accounting open link in new window (or tab)
5 - 9Essential Management Skills open link in new window (or tab)
12 - 13Attracting, Retaining and Developing People open link in new window (or tab)
12 - 14Strategies, Skills and Tactics of Negotiations open link in new window (or tab)
12 - 14The Essentials of Outsourcing open link in new window (or tab)
15 - 16Communication Skills for Managers open link in new window (or tab)
19 - 20Advanced Negotiation Skills Workshop open link in new window (or tab)
26 - 28Fundamentals of Finance and Accounting for Non-Financial Managers open link in new window (or tab)


UBC MBA Part-time Program Information Session

Thursday, June 22, 2006
5:30 – 7:00 pm
UBC Robson Square (Room C100)
800 Robson Street, Downtown Vancouver

Learn more about the 28-month UBC MBA Part-time Program and the opportunities it holds for you and your career advancement. www.sauder.ubc.ca/mba open link in new window (or tab)

UBC Venture Hub

Announcing the introduction of the UBC Venture Hub, a centre for the entrepreneurial community at UBC to link staff, students and faculty with alumni, mentors and financiers.

On this site you will find:

  • Events - Calendar of upcoming events at UBC and around town, including seminars, networking opportunities, financial forums, and club events.
  • UBC Venture Hub - Listing of UBC clubs, people profiles, highlights of the community, and the educators who make it all possible.
  • Newsletters - Mailing lists to help you keep up to date on activities in the UBC Venture Hub.
  • News Feeds - Get your daily dose of news from various RSS news feeds.
  • Forums - Get a conversation going in the forums and receive suggestions and feedback from your peers!
  • Links - A collection of links to entrepreneurial courses, industry associations, news sources, business plan competitions, and resources at UBC and abroad.

2006-07 UBC Venture Hub Meeting Dates

September 20, 2006
October 19, 2006
November 16, 2006
January 19, 2007
February 16, 2007
March 16, 2007
April 20, 2007
May 18, 2007

Master of Educational Technology Fully On-line UBC Program

UBC Faculty of Education offers a fully-online graduate program designed for working professionals. The Master of Educational Technology (MET) program examines the management systems and instructional approaches that make effective learning experiences possible. 

Each course that I’ve taken I’ve been able to apply immediately to my work… I believe that the program has helped me move into my current position as Program Director.

The MET enabled me to move into an instructional design position at my workplace and a number of my MET experiences now inform my roles in instructional design, web design and learner support.

Alan Doree
Course Developer, Distance Education and Technology
UBC Office of Learning Technology

For more information on the MET program see: www.met.ubc.ca open link in new window (or tab)

For more information on applying for tuition fee waivers:

www.hr.ubc.ca/benefits/employment_group/mp/ppd/tuition.html open link in new window (or tab)


Organizational Development & Learning: MOST Workshops

Wednesday, June 28   9:00 - 4:00 pm
Where: Ponderosa Building – Cedars Room

Does the idea of doing project planning make you want to throw your hands up in despair? Do you doubt the sanity of anyone that says project planning can not only be useful but engaging? Well pack up that doubt and be prepared to do just that- be engaged, have fun AND learn. Based on the assumption that there’s not one perfect way to plan and manage a project but many ways that we can all draw on and benefit from, you'll put yourself in the driver's seat (or bicycle seat as the case may be) and learn to do project planning and management, with ease.

Thrive: Make Constructive Use of Differences in Personal Style  open link in new window (or tab) 
Tuesday, June 6  9:00-4pm   cost: UBC Community - $130   general public - $260;

Transforming Stress to Vitality open link in new window (or tab) 
June 15     1:00 - 4:00 pm     cost: UBC Community - $65   general public - $130

Communication with Compassion: Words that Work  open link in new window (or tab) 
June 20     8:30 am - 12:00 pm     cost: UBC Community - $65   general public - $130

Thinking Outside the Box: Connecting with the Creative Subconscious open link in new window (or tab) 
June 22  9:00 am - 4:00pm     cost: UBC Community - $130     general public: $260     fee includes lunch

Human Resources Management System (HRMS) open link in new window (or tab) 
Varies, please see website  cost:  UBC Community - free

Purchase Cardholder and Coordinator Training open link in new window (or tab) 
Varies, please see website   cost: UBC Community - free

To register for all the above workshops, complete the information below and forward this to mostreg@hr.ubc.ca or fax to 822-8134.

Workshop title:
Employee ID no.:
Phone number:

For more information, see the MOST Registration Guidelines

Interested in more learning opportunities? Browse through more workshops with the MOST Online Catalogueopen link in new window (or tab)  The MOST Program is one part of Organizational Development and Learning's service solutions for the individual, the team, and for the organization. 

MOST Program
Organizational Development & Learning
UBC Human Resources
350 - 2075 Wesbrook Mall V6T 1Z1
Tel: 822-9644, Fax: 822-8134

www.hr.ubc.ca/odl/ open link in new window (or tab)

For more information, see the MOST Registration Guidelines open link in new window (or tab)


EQUITY Office Workshops

Responding to Discrimination and Harassment
A Manager’s Guide to Handling Human Rights Complaints
(for Managers and Administrative Heads of Unit)

Facilitators:     Equity Office Staff
Date/Time:      Tuesday, June 6 & Wednesday, June 7 9:00-12:30 BOTH DAYS
Location:          To be announced

Managers and Administrative Heads at UBC have a special responsibility to respond to complaints of discrimination and harassment from within their units. This day-long experiential workshop is designed for Managers and Administrative Heads of Unit and integrates awareness of discrimination and harassment issues with practical advice and strategies for managing complaints that fall under the University’s Policy on Discrimination and Harassment.

Through facilitated discussion, case studies, and practice exercises, participants will

  • Learn what constitutes discrimination and harassment
  • Identify the responsibilities of managers/administrative heads of units to prevent harassment and to address it when it occursLearn about UBC’s Policy on Discrimination and Harassment
  • Discuss strategies that create and maintain inclusive work and study environments

For more information on how to register for this workshop, or to arrange a customized presentation or workshop for your unit, please contact Chris McKay via e-mail at cmckay@equity.ubc.ca or fax (604)822-3260. Pre-registration is required for all workshops.

Disabilities and Duty to Accommodate
(for faculty, staff, students)

Facilitators: Equity Office & Disability Resource Centre Staff
Date/Time: Thursday, June 15/06, 9:00-12:00
Location: To be announced

Did you know that the University has a legal obligation to provide “reasonable accommodation” to students, staff, and faculty with disabilities who require this support to meet their work or study requirements? As an administrative head or manager, you may be asked to provide accommodation for someone in your department.

Through discussion and case studies, participants will learn:

  • Ways to discuss an individual’s disability in a sensitive and respectful manner, including guidelines about which questions are appropriate to ask
  • Ways to respond to requests for accommodation
  • Resources available to assist you in the purchase of special equipment for a student, staff, or faculty member with a disability

If you are interested in attending this workshop please contact me at:

Chris McKay, Equity Office, UBC cmckay@equity.ubc.ca Phone: (604)822-6353

Personal Interest Offerings

FREE Commuter Cycling Skills Course!
Improve your cycling skills and become a safer cyclist!
When: June 24th, 9am-5pm
Where: UBC, Angus Building, Room 328
Cost: FREE! Participants must pay a $50 deposit to reserve a spot
(Deposits will be refunded when you attend the course, or forfeited if you do not show up)

The Vancouver Area Cycling Coalition, in partnership with UBC, is offering aFREE one-day commuter cycling skills course on Saturday, June 24th to provide basic cycling knowledge to current and potential cyclists. The course is taught by experienced local commuter cyclists with CanBike II certification and is intended to build traffic cycling proficiency for adults who want to cycle for transportation.

Students will learn how to:

  • Ride comfortably and safely in traffic
  • Maneuver bikes effectively
  • Fit bikes properly and do their own bike safety check
  • Ride at night and in the rain
  • Choose equipment and clothing, and plan their routes

The one day course is comprised of in-class, parking lot, and on-road training, with a 10-12 km ride to demonstrate and practice skills. All participants must have a bike in good condition and a helmet.

Registration will be restricted to UBC staff, students and faculty until Monday, June 5th when the remaining seats will be opened to the general public. Space is limited so sign up early to guarantee your spot!

TO REGISTER: Email 'carole.jolly@ubc.ca' or call 604-822-6674

***If you are unable to attend the special UBC course on June 24th, please visit the Vancouver Area Cycling Coalition web site

www.vacc.bc.ca/bikeskills  open link in new window (or tab) for more information about other free courses offered throughout the lower mainland.

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Compensation Grievance: Arbitration Scheduled for December

AAPS’ compensation grievance claims that UBC has violated the collective agreement by not fulfilling its 1995 commitment to pay members at the 50th percentile of a representative comparator market.  M&P staff members have been very patient in waiting for the University to meet its obligation under our contract.  When a second salary survey in 2004 noted that the gap between existing salaries and the modest 50th percentile target was widening rather than closing AAPS filed a grievance which claims retroactivity to October 1, 2004.  Throughout 2005 we engaged in mediation under a “mediation/arbitration” process chaired by Don Munroe.  In December 2005 UBC rejected a mediated solution to the dispute and we are now in the arbitration phase of the process.  Don Munroe has provided a week of hearing dates beginning on December 4, 2006.

The parties recently held a “case management” meeting where the arbitrator attempted to clarify the issues, identify how information will be exchanged, and note how long the parties anticipate it will take to present each of their cases.  Both sides have a considerable amount of preparation to do prior to the hearing.

The key issue for UBC appears to be “ability to pay”.  The University is declaring poverty prevents it from meeting its obligation to pay members at the 50th percentile.  AAPS will argue that this obligation is (to use UBC’s own words) a “go to jail” obligation like any other contractual commitment.  We will also argue that in arranging its priorities UBC is fully capable of making revenue and expenditure decisions in a way that enables it to pay M&P staff in the manner in which it promised to do over a decade ago.

AAPS is committed to winning this dispute and achieving the best resolution possible for our members.   We will keep members posted as this long-running saga develops. 

More background to this dispute can be seen in a previous AAPS newsletter:On The Radar' vol. 1 no.5.

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AAPS Members Ratify Collective Agreement

Negotiations for the 4th edition of our Agreement on Conditions and Terms of Employment (ACTE) were completed and AAPS members ratified the new agreement in advance of the government’s March 31st deadline.  This was a very unusual round of bargaining in that the government had dictated in advance the broad outline of the monetary settlement.  It often felt like negotiating with a gun to our heads.  AAPS waited to see what the direction was going to be with the major public sector unions prior to wrapping up our negotiations.  When it became clear that the government’s “Olympic Labour Peace” mandate was going to form the basis for most public sector settlements we put the proposed agreement out to members for ratification.  The members voted overwhelmingly to ratify the new deal.

The agreement provides for the first general wage increases in the past 4 years.  The GWI’s are as follows:

  • July 1, 2005 – 1.5%
  • July 1, 2006 – 2.0%
  • July 1, 2007 – 2.0%
  • July 1, 2008 – 2.0%
  • July 1, 2009 – 2.0%

In addition there is a signing bonus of $3260 per full-time employee who was on pay at March 31, 2006 and includes a new Individual Professional Development fund which will grow from $70,000 on July 1, 2005 to $450,000 on July 1, 2009.  There are a number of language changes in the agreement including the potential for a 2-year trial of Health Cares Spending Accounts. As with most agreements this one isn’t perfect.  In that regard:

  • It has some issues that need further work (such as the matter of Health Care Spending Accounts).  
  • It did not address all of the major concerns we put forward in bargaining and it will be 4 years before we get another opportunity to do so.  
  • It also has the frailty of being a long-term deal that attempts to be a one-size-fits-all solution to problems in the public sector.  It remains to be seen whether this approach will prove to be durable in a changing economy and a diverse set of demands on public sector workers.  One obvious difficulty for M&P employees at UBC is that the agreement may not keep pace with anticipated wage improvements in the private sector or even in other public sectors like the municipal and federal spheres.  Unlike doctors, nurses and teachers many M&P employees have skills that are easily transferable to similar positions in the private and other sectors.  Will UBC be able to recruit and retain the best people necessary to lead it in the next few years at the salary levels locked into this long-term deal?

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UBC People Plan – Waiting for the New President

We have been advised that the UBC People Plan won’t be rolled out this spring as originally planned.  Apparently it is being shelved until after UBC’s new president is on board and has an opportunity to put his own stamp on it.  Shelving the People Plan until the new president was on board was a key recommendation of the AAPS response to the Plan which we provided to UBC in December of 2005.

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Meet Your Executive Board

 richard moore

Richard Moore is a Member-at-Large on the AAPS Executive Board.

Richard has worked in the library system since 1969. His current position is Library Facilities Coordinator. Richard’s library experience encompasses three different libraries and 8 divisions. Most of his library experience has been in the capacity of supervisor/manager and information services.  Richard has lectured on a number of occasions in the Language and Literacy Department and the Faculty of Education on a subject of his own design called "Recognizing Stereotypes and Bias in Children's Literature".  Richard is also a past president of the 25 Year Club. He joined the AAPS Executive Board in 2002 as Member-At-Large and also served in the role of Executive Board Secretary for a term. 

In his Private life, Richard is married and the father of two teenage girls, one of whom is now in Post Secondary Education.  Both of Richard’s daughters share his interests in athletics and art.

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Scott Wallace Leaves UBC - Michael Shepard Appointed as AAPS Treasurer

With Scott Wallace’s resignation from UBC at the end of March it was necessary that AAPS find someone to fill the remaining portion of his term as Treasurer of AAPS. We thank Scott for his many contributions to AAPS and to his colleagues at UBC and wish him all the best in his new role in the Federal Public Service.

Michael Shepard graciously agreed to “come out of retirement” for the next few months and fill the role of Treasurer until the Fall AGM. Michael is a previous member of the Executive Board who has in the past filled most of the roles on the Executive Board including: President, Treasurer and Secretary. Most recently Michael served as the “eminence grise” on the AAPS Negotiating Committee (no he really doesn’t have grey hair … we refer to his encyclopaedic knowledge of previous rounds of bargaining). Welcome Michael and many thanks.

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Health Care Spending Accounts Update

The recent collective agreement settlement provided AAPS with the option of conducting a 2-year trial of Health Care Spending Accounts (HCSA’s). These are individual tax-free accounts that employees use to pay for health-related expenses that are not covered by the existing medical, dental and extended health care plans. The trial would be for calendar years 2007 and 2008 with the HCSA pegged at $200 per year. To meet tax-exemption rules the money in the HCSA must be “employer dollars” and so if we are to proceed in this direction we would need to reduce the July 1, 2006 general wage increase from 2.0% by approximately 4/10ths of 1%.

AAPS conducted a number of member information sessions on HCSA’s in May and then sent out a survey using the “Survey Monkey” electronic system. A few members objected to the format of the survey saying it wasn’t “secure” in that it was technically possible for one member to vote more than once should a member wish to fiddle with the system. The AAPS Executive Board met on Monday, May 29th and decided that since this is a financial issue and because the original vote was so close (341 for and 339 against) that it was not appropriate to make the decision on potentially flawed feedback. The Executive Board has directed that another survey be conducted using a secure format. UBC has graciously agreed to extend the negotiated time limit for AAPS response in order to allow this second vote. AAPS plans to circulate the second survey on Thursday, June 1st. We apologize for the inconvenience to members and request that you take the 3 or 4 minutes necessary to complete the new survey, when it arrives by email.

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New Compassionate Leave Legislation

Our thanks to Natasha Malloff, UBC Benefits Manager who sent us the following general information on the recent amendments to the BC Employment Standards Act and how that impacts UBC Faculty and Staff.  Further details may be accessed through the HR website atwww.hr.ubc.ca/benefitsopen link in new window (or tab)

1.  Some Background:

Last year, Employment Insurance introduced EI Compassionate Care benefits of up to 6 weeks (plus 2-week waiting period) to an eligible employee to provide care and support to an immediate family member who has a serious medical condition with a significant risk of death within 26 weeks.  In response to the EI legislation, UBC employees requesting Compassionate Care Leave were placed on unpaid leave and were responsible for 100% of benefits and pensions costs including the portions normally paid by the University.  At that time, the BC Government did not respond with corresponding legislation to include Compassionate Care.  

2.  The BC ESA Changes and Some Highlights:

Effective April 27, 2006 the BC Government has amended the Employment Standards Act to provide for a job-protected entitlement to leave for Compassionate Care.  Some highlights regarding the BC ESA amendments include:

  • Length of leave:  the leave provides for 8 weeks of unpaid leave which must be taken in units of one week or more.  Under the BC ESA, the employee is required to provide a copy of a medical certificate indicating that the employee’s immediate family member has significant risk of death within 26 weeks as soon as practicable.  Additionally, employees can take further 8-weeks of unpaid leave if the family member does not die within the original 26-week period.  The Act also states when the leave may begin and end.  Further details can be accessed through our website.
  • Wages, benefits, and pension:  employment is considered continuous for the purposes of calculating annual vacation and benefit entitlements.  The employer will continue to make payments to employer paid benefits plans provided the employee maintain their share, if any.
  • Definition of an immediate family member:  the federal standard includes a spouse, common-law partner, child (including child of spouse or common-law partner) or parent (including parent of spouse or common-law partner).  The provincial legislation includes the federal standard plus guardian, sibling, grandchild, grandparent, or any person who lives with an employee as a member of the employee’s family.  Please note that the definition of an immediate family member differs and is more restrictive under Employment Insurance (EI) legislation that determines eligibility for Compassionate Care benefits.

More information on Compassionate Care leave and EI Compassionate Care benefits is available by visiting:

LOA and Sick Leave for Management and Professional Staff open link in new window (or tab)

For those in other UBC Employment Groups, visit:

  1. www.hr.ubc.ca/benefits/employment_groupopen link in new window (or tab)
  2. click on the appropriate “Employment Group” link on the right,
  3. then choose link titled “Leaves”.

Any questions regarding eligibility for Compassionate Care Benefits are best answered by HRSDC directly at 1-800-206-7218.

We will also be putting an article in the next Benefits FYI newsletter to advise employees of the changes to the BC Employment Standards Act to incorporate entitlement to leave for Compassionate Care and distribute shortly.

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IRP: UBC Charges Employee Fund For Court Costs and Fines

The Income Replacement Plan (IRP) is the UBC version of long term disability (LTD) insurance.  At UBC rather than buying an LTD plan from a public insurer, there is an IRP fund that has been built up over the years through employee premium contributions.  There is no UBC money in the plan but the University holds the money and administers the fund.  It appears that UBC is acting as the constructive trustee of the fund but there doesn’t seem to be a trust document (AAPS has requested such a document in the past but UBC has never responded to our request).  There is an annual report provided by the fund actuary and once a year UBC calls the various employee representatives to a meeting to hear the actuary’s report. 

Matters have progressed thus for a number of years.  In the late 1990’s an M&P employee “A” left the employ of UBC because “A” was having some difficulty performing “A”’s work.  It was subsequently discovered that “A” had MS which had been active during “A”’s employment at UBC.  “A” applied for IRP at UBC but was denied by UBC and the company that UBC had contracted with to administer the plan (i.e. to assess claims and administer benefits).  The employee appealed this denial but was again turned down by UBC and the plan administrator even though independent medical information supported “A”’s claim. 

“A” filed a lawsuit against UBC and the plan administrator.  The BC Supreme Court found that “A” was entitled to IRP and ordered “A” instated on benefits retroactive to “A” becoming qualified for such.  The Court also awarded to “A” some of the most significant damages ever awarded in such a case – a total of $185,000 of punitive and aggravated damages plus legal costs because of the way in which UBC and the plan administrator had handled the matter.  UBC and the plan administrator were liable for these damages.  UBC and the plan administrator appealed to the BC Court of Appeal but the award together with damages and costs was upheld by that court. 

When the IRP plan report was filed this year that report noted that $397,000 of UBC legal costs from this case was charged into the plan.  In other words UBC wants to use employee funds to pay for its malfeasance in handling this matter.  We have recently been advised that this $397,000 represents only UBC’s legal costs in the matter.  There is a further $210,000 representing the damages and other expenses that UBC will charge into the plan in the current year.

The AAPS Executive Board has authorized our legal counsel to contact the University and try to set this matter straight.  On May 10th our lawyer, Bruce Laughton wrote to UBC requesting to “review the amounts of money which make up the expense claim of $397,000”.  In his letter Mr. Laughton stated AAPS position thusly:

It is our position that the damages, costs and related legal expenses which flow from the University’s misconduct must be the responsibility of the University and not the Plan members.  This is so since the reasonable standard of administration which could be expected from the University was not met.  Rather, the University acted outside of that standard in what the Trial judge described as a “clear breach of good faith”.

We will keep members apprised of this matter as it develops.

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IRP: AAPS Examines Reduction in Member Premiums

The article above explains the IRP fund and notes that it is supported solely by member premiums. For a number of years AAPS members’ contributions have been set at 1.4% of salary. This amount has been more than sufficient to fund the liabilities of the plan. Three years ago the plan was over-funded by 118%, two years ago by 132% and last year by 150%. The actuary’s report notes that the “indicated” contribution rate is 0.74% and the “normal” cost is 0.99%. The report recommended reducing the rate of premiums to 1.2%.

AAPS asked the actuaries why the 1.2% recommendation? The actuaries explained that:

  1. They were being ultra-conservative; and
  2. Part of their conservatism was based on the cost of administration which this year included the $397,000 of unusual expenses referred to in the article above (i.e. UBC’s legal costs in the “A” court case).

When asked if they could support setting rates at 1.0% of salaries the actuaries said that was “well within” their range of comfort. 

At its regular meeting on June 7th the AAPS Executive Board will discuss a recommendation to request UBC to reduce the premiums paid by M&P employees to 1.0% effective July 1, 2006. Members will be kept advised of the outcome of those deliberations.

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Spring General Meeting: Members Approved Dues and Budget

The AAPS Spring General Meeting was held in the Graduate Student Centre on April 24th. In addition to reports from the Executive Board and Executive Director, the members conducted two other pieces of business. 

  • The first of these was to make permanent the temporary dues increase that was implemented in February of 2005. Our dues are now fixed at 0.54% of salary. It was noted that the dues increase was necessary to support the continuing operation of the Association with professional staff rather than volunteers. It was also pointed out that AAPS dues are significantly lower than any union dues we are aware of and are at a level with the Faculty Association dues.
  • The second business item was approval of the 2006 – 2007 AAPS budget. Last fall at the AGM it was agreed that AAPS would begin presenting its budgets at the spring general meeting in 2006 instead of at the fall AGM as it had in the past. In this way, the members approve the budget prior to the start of the fiscal year and before AAPS commences expenditures for the fiscal year.

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Coming Events to Note:

This section lists seminars, meetings, or other events that may be of interest to AAPS members. Please contact the event organizers for further information.

AAPS Annual General Meeting 

The AAPS Annual General Meeting is scheduled for Tuesday, October 17th, 2006 from noon until 2 p.m. (location not yet set). Please mark your calendars and plan to attend.