STFXAUT Salary Proposal and STFX Offer Overview

1. STFXAUT Salary Proposal and STFX Offer Overview • STFXAUT Financial Proposal • No. 1 issue (per January 09 survey)across all employment categories - salary/parity • Considerations: 1)Parity across employment categories 2) Parity Statement and 3) Maintenance of Parity (economic adjustment) • StFX Financial Offer • Basics of Offer • Implications of Academic Envelope • Financial Implications by Category

2. STFXAUT Salary Proposal: Request • Rationale for proposal: • 1. Parity (with identified comparators - Mt A, Acadia, UPEI, MSVU) • Intermediate parity target - Sept. 1, 2009 • Parity target - Sept. 1, 2011 • 2. Maintenance of Parity over contract term • 3. Consistency across employment categories • Faculty, Librarian, Lab Instructors, Clinical Associates, Part-Time, Coady & Extension

3. STFXAUT Salary Proposal: Parity Calculation

4. STFX OFFER to STFXAUT Overview – Basics • Salary Increases are an Economic Adjustment only: • 2.9% for three years for faculty • 2.0% for three years for “non-faculty” members • Economic adjustment consistent with: • the agreements reached provincially (for faculty) (i.e. 2.9% SMU (three years) and 2.9% CBU (4 years)) • agreements with internal non-union and other internal union groups STFX offer 2% • Parity within STFXAUT: • Treatment of the membership as different “Associations” with different economic adjustments • Promotionthrough Rank (PTR) • Scales do not address opportunity to be promoted (Librarians, Lab Instructors, Clinical Associates, Coady & Extension)

5. STFX OFFER to STFXAUT Overview – Issues by Category • Lab Instructors: • STFXAUT request addressed promotion • STFX Offer only reflects “progress over time” not a promotable career • Salary scales are presented as annual salary however average Lab Instructor contract is 75% of annual (i.e. average 38 weeks) • Clinical Associates: • From the last negotiation ,Clinical Associates sought to readdress the salary compensation by assessing classification relative to NSNU and NSGEU • CBU continues to address the reclassification issue in their latest settlement. • STFX Offer reflects “province declined to participate” in reclassification

6. STFX OFFER to STFXAUT Overview – Issues by Category • Coady & Extension: • Request to merge Coady & Extension scales not addressed • Request to reorganize the scale from 2 ranks to 4 ranks not addressed • Part time Faculty: • Offer to part-time faculty is 6.75% in the first year (retroactive to July 09) and 2.0% for the next two years • 2009-2010 stipend offer ($8,500 )is $1,277 below the average of the comparator group and is below the lowest stipend currently offered by the comparator group (i.e. MSV $8,550). • Librarians: • Difficulty with recruitment and retention issues not addressed • Offer delinks Librarian scale from Faculty scale

7. STFX OFFER to STFXAUT Overview – Lab Instructors

8. STFX OFFER to STFXAUT Overview – Clinical Associates

9. STFX OFFER to STFXAUT Overview – Coady & Extension

10. STFX OFFER to STFXAUT Overview – Part Time

11. STFX OFFER to STFXAUT Overview – Librarian

12. STFX OFFER to STFXAUT Overview – Issues (Faculty) • Progression Through the Ranks (PTR): • Steps up the salary scale (progress through the ranks) are a guaranteed condition of employment in the university sector. • Progress through the ranks is deferred salary, and it is a salarystructure mechanism unique to the university sector. Combining progression through the ranks with salary increases is an inappropriate framing of increases • Recasting of the frame indicates that the increase from our current scale is 2.9% for three years which accumulates at 8.7% (for Assistants and Associates ranks and only 6.93% for Full rank).

13. STFX OFFER to STFXAUT Overview Faculty (Three Year Earnings)

14. STFX OFFER to STFXAUT Overview – Issues (Faculty) • Structural Changes to the Scale:  • STFX proposed structural changes: • Eliminate (by 2011) top step at Assistant • Eliminate (by 2011) bottom step and top two steps at Associate • Eliminate (by 2011) bottom two steps sand top step at Full • University scales are structured with the back loading of salaries to later in one’s career . • Deferred salary process is a system-wide mechanism • Changing the structure of the salary scale (removing steps) violates this system and ultimately disadvantages members who have already been paid using this system. • STFX structural changes to the scale disrupts the lifetime earnings equation assists in achieving parity with real salary increases.

15. STFX OFFER to STFXAUT Overview Faculty (Lifetime Earnings)

16. STFX OFFER to STFXAUT Overview- Issues (Faculty) • Normal Career Path: • The characterization of a normal career path of 5 years at Assistant, 8 years at Associate and 17 years at Full Professor is a mischaracterization • Weighted average step by rank at StFX: • Assistant- 6 step • Associate-9 step • Full -12 step • Administration uses placement on scale to increase salaries for recruitment (instead of increasing the entire scale), hurdles for promotion, etc. • Pension Earnings: • Lower wages translate into lower pensionable earnings and ultimately lower pensions for retirement. • Lifetime Earnings: • Administration was allowed a six year phase-in • Lifetime earnings have been depressed during the six year phase in (and years prior to the agreement in Parity).