On Tuesday, August 15, 2023, – after four weeks of bargaining - the parties agreed to unanimously recommend a Memorandum of Agreement (MoA) to their respective principals for ratification (APSA members)/approval (SFU Board of Governors).
The MoA amendments to APSA compensation policies include the following:
1. General Wage Increases
Effective July 1, 2022:
- salary scale increased by a flat amount of $0.25/hour, followed by 3.24%
Effective July 1, 2023, as follows:
- The salary scale increased by 6.75%
Effective July 1, 2024, a minimum of 2.0% to a maximum of 3.0%, subject to Cost-of-Living Adjustments (based on the BC Consumer Price Index). This aligns with the General Wage Increases based on the PSEC mandate.
2. Benefits
Establish an individual Health Spending Account (HSA) for each eligible APSA member in the amount of $775 per calendar year. All benefits will begin on December 1, 2023.
https://www.pac.bluecross.ca/pdf-bin/info/0601.01.002-HSA-flexibility.pdf
- Eligibility based on current Extended Health/Dental eligibility.
- It is prorated for 2023.
- New hires will receive a prorated amount in their first calendar year.
- Unused funds may be carried over for up to 12 months.
Other benefits include:
- a pay-direct card for drug prescriptions
- Increases psychological benefits to $2000 per year, including coverage for clinical counsellors, social workers and online cognitive behavioural therapy combined.
- Adding EFAP access for Temporary Employees.
- Medical note for massage therapy referral extended from every 6 months to every 12 months.
3. Maternity/Parental Leave
- The changes to this benefit will begin on January 1, 2024.
- Biweekly payment option, rather than a lump sum, for EI top-up amount.
- First week waiting period payment
4. Temporary Employee Rights & Redress
- Removing the waiting period for benefits between contracts and between temporary and promotion to continuing, for breaks of 60 days or less between positions.
- An extra 7% of salary will be paid in lieu of continuing benefits (e.g., pension and other benefits not received by temporary employees).
- Early termination payout of one month or the balance of the appointment, whichever is less.
5. Continuing CUPE in a Temporary APSA position
- Continuing CUPE staff hired in a temporary APSA position will receive step progressions and access to PD funding.
6. Professional Development Reimbursement
- Removing the limitation for APSA employees hired after October 1 – now eligible for reimbursement on January 1 following their start date.
7. Leaves with Pay
- Expanded definition for personal leave without loss of pay under AD 10.08, replacing 6.02 with new paragraph 11.01. Removing “domestic emergency or personal problem” with no limitation, e.g. can be used for any other purpose not covered under general holiday, vacation, court/jury duty, compassionate, sick, workers’ compensation, maternity/parental leaves.
- There will be two paid days of cultural leave for Indigenous employees.
8. One-time allocations
- Sustainable Transportation allowance of $500 (prorated for part-time employees).
- Professional Development supplemental payment
- $500 supplement for continuing employees.
- $250 supplement for temporary employees.
9. Commitment on Gender Affirming Benefits
- By the end of this fiscal year, the University will:
- Investigate options with benefits providers
- Inform the community of its options, with a schedule for implementation.
For confidentiality reasons, you may access the signed agreement when you vote. The MoA will open up in a new tab; you can read it in its entirety before accepting or rejecting this agreement.
You will also receive an email with dates to sign up for information sessions on this MoA and the link to vote to accept or reject this agreement.