Salary & Benefits. Pension. University Affairs. 

APSA is the legal bargaining group for Administrative and Professional Staff at SFU. APSA negotiates salaries, benefits, pension and employment policies on behalf of members. 
 

Salary and Benefits

APSA negotiates with the University to determine annual general salary increases, ensuring competitive salaries that attract and retain quality staff. APSA completed negotiations for the 2022 PSEC Mandate in August 2023.

2023

The PSEC mandate for 2022-2025 is called the Shared Recovery Mandate. The elements of the mandate include:

Key priorities of the 2022 Shared Recovery Mandate include:

  • Protecting the services that people in British Columbia depend on
  • Improving health care and preparing for future needs and challenges
  • Supporting a strong economic recovery that includes everyone in B.C

Term of the revised basic agreement:
A 3-year agreement, July 1, 2022, to June 30, 2025.
 
General Wage Increases (GWI) of 2% in each of the three years of the revised basic agreement, as follows:
July 1, 2022, a flat increase of $0.25/hour, which provides a greater percentage increase for lower-paid employees, plus 3.24% retroactive from the payment date
July 1, 2023, 6.75% Cost of Living Adjustment (riggered as of March 21, 2023) retroactive from payment date
July 1, 2024, 2% plus a potential Cost of Living Adjustment to a maximum of 3%

    In addition to the GWI, APSA and SFU negotiated the following improvements: 

    Benefits

    • Effective the first of the third month following the date of ratification/approval by both parties:
    • HSA of $775 per calendar year, with one year carryover
    • Pay Direct Card
    • Added coverage for clinical counsellors, social workers and online cognitive behavioural therapy
    • Increase Psychological Benefits to $2000 per year, Include coverage for clinical counselors, social worker and Online cognitive behavioural therapy combined.
    • EFAP access for Temporary Employees,
    • validity of massage therapy referral extended to 12 months

    Policy AD 10.07 Group Benefit Plans

    7.06 A Temporary Employee will be paid an extra 7.0% of salary in lieu of continuing benefits.

    AD 10.19, section 8.01 Early termination of Temporary Employee Appointment

    In the event the University wishes to terminate a temporary appointment prior to its expiry, unless the termination is for just cause, the employee will continue to receive salary for

    1. one month; or
    2. for the balance of the appointment, whichever is less.

    Continuing CUPE Employees in a Temporary APSA Position

    AD 10.01, 2.02 definition of Temporary Employee: Temporary Employee-- an Employee hired into a Temporary Position. Temporary Employees pursuant to AD10.06 section 4.02(d) (Step Progression)

    AD 10.11 section 3.01 (Professional Development) policies shall not be adjusted by virtue of the fact that a Temporary Employee held, or is concurrently holding, a continuing position at SFU.

    AD10.11, Professional Development Reimbursement

    An Employee hired on or after the date of ratification/approval by both parties is eligible for reimbursement on the next January 1 following their start date. [Note: for clarity, there is no retro application]

    3.01 The amount of reimbursement available for Professional Development is:

    Continuing Employees: effective January 2009, $700 per calendar year; effective July 1, 2019, $1100 per calendar year. Temporary Employees: effective July 1, 2019, $550 per calendar year.

    AD 10.08, Leaves with and without Pay

    Maternity/Parental leaves beginning on or after January 1, 2024

    For the duration of the maternity leave, to a maximum of 35 weeks per leave, inclusive of the one-week Employment Insurance (EI) waiting period, a Continuing Employee will continue to receive Normal Salary (bi-weekly) as follows:

    1. For those eligible for EI benefits: at 100% less than the maximum EI benefit that may be paid. If the actual EI benefits received are less than the maximum EI benefit that may be paid, an upward adjustment will be made to salary upon Human Resources’ receipt of the EI stub;
    2. For those ineligible for EI benefits, at 40%.

    Personal Leave Without Loss of Pay

    Effective the date of ratification/approval by both parties, in addition to all other leaves in sections 3-10, all employees are entitled to two (2) personal days without loss of pay per calendar year (pro-rated for part-time status). Where feasible, employees shall provide their supervisor with at least two (2) weeks' notice of a personal leave day. Such leave requests will not be unreasonably denied.

    Cultural Leave for Indigenous Employees

    Effective on the date of ratification/approval by both parties: Self-identifying Indigenous employees will be granted a leave of absence with pay for up to two (2) days per calendar year (pro-rated for part-time employees), to attend Indigenous ceremonial gatherings or cultural activities in fulfillment of cultural obligations. The employee will seek approval of leave from their supervisor. Such leave requests will not be unreasonably denied. Leave under this provision is in addition to an Indigenous employee's entitlement to leave under AD10.08– Compassionate Leave, as applicable. Where a self-identifying Indigenous employee requires more than two (2) days of leave for a ceremonial, cultural, or spiritual event, the leave shall not be unreasonably denied.

    One-Time Allocations

    Sustainable Transportation allowance

    To offset the expense of commuting to campus, and to supplement the cost of any alternate forms of transportation to campus, all Continuing employees employed on the date of ratification/approval by both parties will be provided a one-time payment in the gross amount of $500. This payment will be prorated for part-time employees and will be subject to any and all applicable statutory deductions. 2. Professional Development Supplement

    AD10.11, section 3.01

    A one-time supplement of $500 for Continuing Employees and $250 for Temporary Employees whose contracts are 12 months or more.

    2021

    Agreed upon items (prior to arbitration):
     
    Term of the revised basic agreement:
    A 3-year agreement, July 1, 2019, to June 30, 2022.
     
    General Wage Increases (GWI) of 2% in each of the three years of the revised basic agreement as follows:
    July 1, 2019, 2.0% retroactive from payment date
    July 1, 2020, 2.0% retroactive from payment date
    July 1, 2021, 2.0% retroactive from payment date
     
    In addition to the GWI, the arbitrator awarded the following items:
     
    Policy AD 10.11 Reimbursement of Professional Development Expenses
     
    The amount of reimbursement available for professional development expenses will be increased from $700 to $1,100 per calendar year (i.e. increase of $400/year), and a maximum carry-forward amount of $5,500 (increased from $3,500).
    The retroactive “unspent amount” of the annual increase for the 2.5-year period between July 1, 2019, and December 31, 2021, will be paid to eligible employees within the next 90 days in accordance with a proposed formula (approximately 52.5% of the actual value based on average usage over the past few years), regardless whether they incurred reimbursable expenses.  Part-time employees will be prorated based on hours worked.
     
    Policy AD 10-08, Leaves With and Without Pay, 7.01 (d) Temporary Employee Sick Leave
     
    Temporary employees will no longer require three (3) weeks of uninterrupted service between periods of sick leave after they have completed their initial three weeks of uninterrupted service.
     
    Policy AD 10-11 Reimbursement of Professional Development Expenses
     
    Temporary employees with a minimum contract period of one year will be eligible for reimbursement of professional development expenses of $550 under Policy AD 10-11.
    The retroactive “unspent amount” of the annual increase for the 2.5-year period between July 1, 2019, and December 31, 2021, will be paid to eligible temporary employees within the next 90 days in accordance with a proposed formula (approximately 52.5% of the actual value based on average usage over the past few years), regardless whether they incurred reimbursable expenses.

    Read the Dorsey arbitration award.

    2015

    The 2014 Salary and Benefits Award was in effect from July 1, 2014, to June 30, 2019. Learn more about the Colin Taylor award from the 2014 round of bargaining.

    5.5% over five years

    July 1, 2015, 1%

    July 1, 2016, 0.5%

    July 1, 2017, 1.5%

    July 1, 2018, 1.5%

    June 30, 2019, 1%

     

     

    Your status as SFU staff: continuing, temporary, and retired determines your benefits. View a complete list of benefits for APSA members on HR’s website.
     

    Pension

    The Employee Joint Pension Committee, made up of APSA, CUPE and Poly Party, negotiate changes to the Pension Plan for Administrative/Union Staff. The Board of Trustees, which has three university representatives and three employee group representatives (APSA, CUPE, Poly Party), manages the pension plan text. They meet once a month to monitor investments, approve investment mixes and manage fund managers. 

     

     

    University Affairs: Policy

    The AD 10 policies set out the responsibilities, rights, and terms and conditions of employment for APSA staff. APSA negotiates the policies with HR. To get your APSA policy red booklet, contact the APSA office.