Each month, the Advocacy Committee answers your questions about the AD 10 policies (aka, your terms and conditions of employment).

Tracey Ferris

Hello, I’m Tracey Ferris, APSA’s senior labour relations officer and an advocate on our Advocacy Committee. I’m answering your questions related to our AD 10 policies. Questions? Submit them anonymously here. These questions will be answered in a monthly issue of Advocacy Corner. For an immediate response, please contact us.

I’d like clarification on the tuition-waiver eligibility for APSA continuing employees who are on extended sick leave. If an employee is unable to perform their regular duties and is away from work. Can they still access the tuition waiver to pursue graduate studies that require in-person attendance? I’m seeking to understand how the policy applies when someone is not actively working but enrolled in an academic program, and how the university ensures due diligence and fairness in these decisions.

Thank you for your question. The Tuition Waiver Policy specifies that eligible individuals include those who are on an approved leave of absence. As long as the member is a full-time employee, they are entitled to a tuition waiver. Here’s the text from the policy:

2. Eligibility

2.01 Continuing Employees are eligible for Tuition Waiver and must be:

  1. receiving salary at the start of the semester, or
  2. on LTD or Workers’ Compensation, or
  3. on approved leave of absence.

Are APSA continuing employees issued a pay increase at the end of their 6-month probationary period?

APSA continuing employees are not automatically issued a pay increase at the end of their probationary period. Often, they may have already passed the June 30th date for administration of step increases. Here’s what AD 10.06 states: pay especial note to 4.02 b., which has usually been interpreted as the June 30th date.

4. Salary Administration

4.01 All Continuing Employees and Temporary Employees are eligible for General Increases.

4.02 Step Progression

  1. A Continuing Employee is eligible for Step Progression dependent on his/her position in the Salary Range and performance in the Continuing Position.
  2. Step Progression will occur annually unless performance has been demonstrated to be unsatisfactory.
  3. A Continuing Employee on a Temporary Promotion will receive Step Progression in his/her Continuing Position with adjustments, as appropriate, to satisfy Section 6.01 (c).
  4. A Temporary Employee will be eligible for Step Progression if he/she has been continuously employed in the same Temporary Position for six (6) months prior to the date that Step Progression is implemented.

If I move from one continuing position to another, can I request that the probationary period be waived?

All new continuing employees serve a probationary period during the first six months of uninterrupted service in their continuing position. The purpose of the probationary period is to give SFU the time to adequately assess a new employee’s performance and suitability for the position and to allow the employee the opportunity to adjust to the new position. You may request to waive the probationary period from one continuing position to another. However, it may be up to the hiring supervisor’s discretion.

I’m worried that SFU will change my job, and I won’t want it anymore: do I have the right to refuse, and if so, what happens then?

SFU does have certain management rights in the workplace, including altering some duties and responsibilities in your job description. However, they should not completely change your job such that it doesn't resemble the one you have been working in. As such changes are often case-specific, I would encourage you to reach out to APSA directly so we can fully understand the situation and discuss your options.

If you have any specific questions or concerns about your terms and conditions of employment, please contact APSA. Your call or email is confidential.