Annual reports (collective agreement: section 21.1.1): for reappointed members, annual reports for the previous calendar year are submitted to the designated supervisory authority by May 15. A designated superior who wishes to use a faculty member`s annual report as part of a summary assessment must meet with the staff member by June 15. The worker is entitled to union representation at such a meeting. Term staff are not required to submit an annual report. Wage increases (Article 33.4): All faculty members who were employed by OC as of March 31, 2006 receive a salary increase every April 1 until the maximum salary is reached. All other employees receive an increase on the anniversary of the ongoing start of employment at OC. The OC Faculty Association represents more than 300 members of the Faculty of Okanagan College. It is used to maintain and promote the professional status of the association`s members, to regulate the relationship between the faculty and the OC through collective bargaining and union function under the laws of British Columbia. Retirement (Collective Agreement: Section 26.1.1): Please note that as of January 1, 2008, this tariff language is not consistent with existing B.C. human rights legislation, which effectively ends mandatory retirement. If the normal date of June 30 is unchanged, there is no obligation for an employee to retire at age 65, according to our collective agreement. Resignation (collective agreement note: Section 26.3.1): A permanent worker or a full-time employee may terminate in writing the OC President from any appointment with a period of at least two months.
The resignation will take effect on June 30 after notification of the resignation is filed or the deadline for appointment expires, with the nearest date chosen, unless an earlier date is acceptable to both parties. Here are important dates and deadlines for the collective agreement. If you have any doubts about these dates or have other questions, contact the collective agreement and/or your steward shop. YUSAPUY is looking for a comprehensive method to compare jobs, achieve pay equity and resolve the collective agreement. YUSAPUY and the university exchanged suggestions for doing the job. At this point, YUSAPUY is awaiting a response from York to its latest proposal. In March 2013, representatives of six York University unions met to discuss university workers` pensions. The meeting discussed the principles of the YuPG (York University All Union Pension Group), which guarantees the financial accessibility of the pension plan and offers demographic equity, spousal benefits and old age pension.
Assignment of tasks for the doctrine of teaching (section 18.1.3 of the collective agreement): until 31 May, where possible. The Labour Evaluation Committee is appointed by the YUSAPUY Board of Directors to participate in the work evaluation process, including rating positions within the Joint Labour Assessment Committees, to ensure that the employment evaluation process is fair to YUSAPUY members.