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Frequently Asked Questions Page

This is where we have gathered together those questions most frequently asked of the CUASA office staff. Click on the options below to get the answers to your questions.

Accommodation: I have, or have developed, a disability. Is there an accommodation policy at Carleton?
Association Membership: What is the difference between Association membership and Union Membership?; What benefits does association membership bring?; Why is there a difference?; Why am I not listed on the electoral notice that has just arrived in my department?
Awards: Who is eligible to apply for research, teaching and professional awards?; Is there a form for applying for a research award?; Is there a form for applying for a teaching award?
Benefits: How do I find out more about the Benefits?
Collective Agreement: Where do I get a copy of the collective agreement?
Compassionate Leave: Is there any provision for compassionate leave and under what circumstances may I take it?
Dues: What are the union dues?
Conflict of Interest: What are the rules about a member having their partner or dependents in their class?
Contract Instructor (sessional) Teaching: What are the limits on:
Contract Instructor (sessional) teaching?
Contract Instructor (sessional) teaching in the fall/winter term?; How may I find out the Contract Instructor (sessional) stipend for CUPE4600 members?
Ergonomics: How do I get an ergonomic assessment?; How do I get an ergonomic chair?
Free Tuition: What are the rules about free tuition?; What about free tuition at other universities?
Graduate Supervision: I'm an Instructor, may I supervise Graduate Students?
Insurance - Office Contents: Does my employer insure my office contents from theft, loss or damage?
Leave of Absence: What effect does leave of absence without pay have on pension?; What about benefits and leave of absence without pay?
Lecturer (Instructor) Employees: What are the rules regarding transition from Lecturer (Instructor) to faculty member?
Library Fines: Are academic staff exempt from paying overdue fines at Carleton's library?
Long-Term Disability: What effect does LTD have on pension and do I get the scale increases?; I am on LTD and will be 65 soon. What happens to my LTD?
Maternity and Parental Leave: What are the rules on maternity and parental leave?
Pension: What effect does reduced-time have on pension?; How do I get a pension projection?
Personnel Files: How do I look at my file?
Professional Activities: What are the rules regarding outside professional activities?

Professional Expense Reimbursement: Which categories of CUASA members are entitled to Professional Expense Reimbursement?; I will be leaving employment at Carleton on June 30, do I get the PER that came into effect May 1 and when must I submit my claim?; The collective agreement ends this April 30th, may I carry over any unspent funds from my PER beyond that date?; I am a part-time employee, do I only get a pro-rated portion of the PER?; Where can I find a form for PER?
Promotion: I've recently been promoted, will I get a raise?; Do I have to wait for the automatic consideration date or may I apply early?
Reduced-Time: What effect does reduced-time have on pension?; What effect does reduced-time have on tenure, confirmation, promotion and sabbatical?
Remaining in employment beyond age 65: What effect does remaining in employment after age 65 have on my benefits?
Research Grant: May I use some of my salary as a research grant?
Resignations/Early Retirement: How much notice of resignation/early retirement must I give?; To whom do I resign?
Retirement: When may I retire?
Retirement and Benefits: Does my spouse get benefits?
Sabbatical [also see Sabbatical Guide]
: How and when do I provide notice of intent to take a sabbatical?; When must I provide a written statement describing in detail the nature and location of my sabbatical activities?; What happens if we have/adopt a baby while on sabbatical?; What happens if I get sick while on sabbatical?; What effect does sick leave have on sabbatical entitlement?; What happens to my accumulated sabbatical credits if I quit or retire?; We are spouses, both academics at Carleton, but our sabbatical periods are different, can that be changed?
Salary Rationalisation: How do I go about applying for a salary adjustment?
Sick Leave: What effect does sick leave have on sabbatical entitlement?
Spousal Hiring: Is there any policy with respect to hiring my spouse?
Stipends: What is the stipend for a Departmental Chair?; What is the stipend for teaching summer school?; What is the stipend for retired sessional teaching?
Summer School: What are the rules regarding summer school teaching?
Teaching Evaluation: Number of courses required for teaching evaluation?; May I have evaluations from my non-designated courses used for career decisions?
Tenure: May a Tenure Hearing be delayed?; Does maternity/parental leave count as service toward my tenure hearing?
Term Appointee: What benefits do term appointees get?; When are term appointees made permanent?; May we offer someone with a term contract a preliminary appointment without advertising the position?; My term appointment has been converted to a preliminary appointment. Can I renegotiate my salary?

Is there an accommodation policy at Carleton?

Carleton University Accommodation Policy for Employees with Disabilities

The employer has a primary duty to accommodate an employee with a disability and the duty is to accommodate the employee's needs, not his/her preferences. The duty to accommodate is to the point of undue hardship on the employer. The employee seeking the accommodation has an obligation to facilitate accommodation by providing requisite information and accepting reasonable offers of accommodation.

Who may apply for research/teaching/professional awards?

Research awards are only open to faculty members in the bargaining unit (Lecturer, Assistant, Associate and Full Professor). Teaching awards are open to all members of the bargaining unit who teach (faculty and instructors). Professional awards are only open to professional librarians and instructors who are members of the bargaining unit. [Article 42]

Is there a form for applying for a research award?

Yes, the form is available on line.

Is there a form for applying for a teaching award?

Yes, the Office of the Provost and Vice-President (Academic) provides the form.

What is the difference between Association membership and Union Membership?

CUASA is a certified union and an association. All Carleton Faculty, Professional Librarians and Lecturer (Instructor) employees are automatically members of the union (in accordance with the Ontario Labour Relations Act). Membership in the Association is voluntary. When new academic employees are hired, a membership form is sent to them. They then have the choice to sign up for Association membership. If the form is not returned, it is assumed that the individual does not wish to participate in the democratic running of CUASA and they remain as a rand formula member of the union or barganing unit.

The Rand Formula is based on a ruling by Justice Rand which requires all members of a bargaining unit to pay dues to the union as all union members receive the benefits negotiated in the collective agreement.

How do I find out more about the Benefits?

If you can't find it on the CUASA Benefits page, check the Benefits Booklet or Benefits at a Glance on the HR web site or contact Human Resources (3634) email.

Where do I get a copy of the collective agreement?

The employer is responsible for providing a print or disk copy to individuals call Human Resources at 3634.

Is there any provision for Compassionate Leave and under what circumstances may I take it?

Article 20.6 provides 5 paid working days for absences resulting from "certain circumstances (that) may arise in the employee's personal or family life".

Employment Insurance provides Compassionate Care Benefits of up to six weeks for employees who need time off work to provide care or support for a family member with a serious medical condition carrying with it a significant risk of death within 26 weeks. To assess your eligibility for this benefit, contact EI.

The Employment Standards Act provides for emergency leave for a personal illness, a family crisis, illness or death of an employee's close relation, including spouse or same-sex partner, child, step-child, parent, step-parent, parent of spouse or same-sex partner, or any relative dependent upon the employee for care or assistance. You may be entitled to 5 unpaid days under this provision.

What are the rules about a member having their partner or dependents in their class?

The rules are contained in a Human Resources Conflict of Interest Policy that states:

Each employee (member of the faculty or staff) occupies a position of trust in dealing with others inside and outside the University. Whatever the area of activity or degree of responsibility, the University expects each employee to act in a manner which will enhance the University�s reputation for ethical performance in all its dealings.

In situations where the Policy on Integrity in Research and Scholarship or a collective agreement differs from this policy, the Policy or collective agreement shall apply.

This policy applies to employees of Carleton University as well as to employees of companies owned directly or indirectly by Carleton University.

E.3.2 POLICY (1) A conflict of interest exists or might exist in any instance where an individual�s actions or activities on behalf of the University provide an opportunity to obtain a gain or advantage to the individual or the individual�s family or business associates or cause an adverse effect on the University�s interests. It can also result when a personal or business relationship affects or may affect the employee�s capacity to exercise due care, skill and judgement on behalf of the University in the performance of the individual�s assigned duties.

Such situations include but are not limited to the following:

d) Participating in decisions regarding grades, financial aid, academic programme or thesis or providing academic or employment references for a relative or partner.

E.3.3 IMPLEMENTATION

If an employee is faced with a situation involving an existing or potential conflict of interest, or is in any doubt about the application of this policy, he/she must report the circumstances to:

a) in matters relating to the acquisition of goods and services, the Director of Finance; or

b) in other matters, the President, Vice-President, Dean or Director, who will determine if a conflict of interest exists or might exist, and in such an event, reach a written agreement with the employee on the means by which that conflict will be removed or avoided.

E.3.4 DEFINITIONS

For the purposes of this policy:

b) two persons are relatives if they are related by blood, marriage, adoption or as partners as defined in 1.i.a.

What are the union dues?

8.5 mils (or 8.5/1,000) of nominal salary.

I seem to be developing problems using the computer and would like an ergonomic assessment. How do I get one?

Contact Lori East (Human Resources, 3634) and ask her to conduct a preliminary assessment. After the initial assessment, a specialist may be called in to provide an in-depth assessment for more problematic situations.

I have recently developed back problems and my medical practitioner has suggested that I should have an ergonomic chair. How do I get one?

Write to David Hepplewhite (Purchasing Services) indicating in the request that you have a medical note or medical practitioner's letter (do not include the note or letter) and a chair will be supplied.

An electoral notice has arrived in my department and I'm not listed. Why is that?

You may not be a member of the Association. Contact the CUASA Office to check.

Someone told me I should look at my file. What is this and where do I find it?

Your Chair/Director, Dean and the Vice-President's office all have files on individual academic staff members. You have the right to examine these files during normal business hours (an appointment to do so is recommended). You may obtain copies of any information contained in your file that you want and may supplement your file or make corrections in the event of error or inadequacy. You may provide any additional material for inclusion. [Article 16]

My child is almost ready to go to university. What are the rules about free tuition?

Up to the age of 26, dependent children are eligible for free tuition or for the tuition bursary program in credit courses offered at Carleton. The application form is available under the "Tuition Bursary Form" section of the site. The student must remain in good standing. [ Article 40.12]

My dependent would like to attend a university other than Carleton. Is there any arrangement for free tuition?

Carleton has reciprocal free tuition arrangements with York and Simon Fraser Universities only. There are 5 places at each university. Human Resources maintains a list and the practice is to allocate the benefit on a first-come basis subject to an over-riding preference for applicants who are taking programs not offered at Carleton (JCAA Minutes October 17, 1997).
Contact Human Resources (3634) to place your dependent on the list.

I'm an Instructor, may I supervise Graduate Students?

No, the Graduate Supervision Appointments Policy does not permit Instructors to supervise Graduate Students.

Does my employer's insurance covery my office contents against loss, theft or damage?

No, the employer's insurance has a $100,000 deductible. You should make arrangements to insure the contents yourself. The tools of the trade of most academics represent a substantial investment. If your books, computer, software, scientific equipment or other personally owned professional property were suddenly lost or destroyed, you could suffer a substantial loss which may not be covered by your home insurance unless specially endorsed.

I am a Lecturer (Instructor) and would like to be a faculty member. What are the rules?

If there is a suitable vacancy and your qualifications are demonstrably equal to the best external applicant who meets the requirements of the position you may be appointed to faculty ranks. [ Article 12.4(a)]

You may apply to transfer without there being a vacancy if your research is of a caliber and nature normally required for a faculty appointment and you are doing a job which is effectively the same as that normally required of a faculty employee. The departmental promotion committee makes such recommendations to the faculty promotion committee and then to the appropriate dean. [Article 12.4(b)]

Are academic staff exempt from paying overdue fines at Carleton's library?

No, Senate regulations treat academic staff the same as all other members of the Carleton community when it comes to fines.

What effect does LTD have on pension and do I get the scale increases?

While you are on LTD, your full pension contributions (both your 6% and the employer's 6%) are paid by the Pension Fund [Section 4.01(b) of the Retirement Text]. This contribution is based on your salary as at the date you went on LTD, increased thereafter on each July 1 by 3% or the Consumer Price Index, whichever is less. Your nominal Carleton salary is increased by the negotiated salary increases during your LTD period. If you received a CDI for the year immediately prior to the period of LTD, CDIs will automatically be added to your nominal Carleton salary for 2 years. If you are on LTD for more than 2 years, no further CDI decisions are made and your nominal salary is not adjusted for CDI increments. When you return to service at Carleton, your salary is automatically reviewed by the Salary Adjustment Commission in the year in which you return to work.

I am on LTD and will be 65 soon. What happens to my LTD?

As the Provincial Government exempted LTD from the legislation that makes mandatory retirement discriminatory, your LTD will end the July coincident with, or next following, your 65th birthday.

Last year I took a leave of absence without pay and did not make any pension contributions. Can I make those contributions now?

Yes, you may elect to contribute an amount in order to increase the period of Credited Service by the amount of the deficiency or any part thereof and, provided that you elect to make such a contribution prior to April 1 of the year immediately following the completion of the leave of absence, the election shall be subject to the recalculation of any pension adjustments (rather than just the certification of any past service pension adjustment if you wait longer).

(Retirement Plan Text, section 4.06)

What about benefits and leave of absence?

In accordance with Article 20.1(d), you are entitled to, but not required to, maintain membership in the benefit plans. If you decide to maintain membership, you must pay all premiums associated with the plans. If you are considering not maintaining membership, you should seek advice from the Benefits section of Human Resources with respect to potential problems that might arise when you return from LOA and seek to restore your membership (the insurer requires evidence of insurability for review of your application and may refuse to reinstate you in the plans should a pre-existing medical condition exist).

What benefits does association membership bring?

The Association directs the affairs of the Union. To vote for Council, Steering Committee or Executive members you must be a member of the Association. To run for CUASA office, you must be a member of the Association.

All Association members are provided with a calendar each year. The calendar contains important deadlines from the collective agreement (such as when to submit sabbatical forms). You may also find the deadlines on this web site.

Why is there a difference?

Some people have religious, ethical or philosophical objections to being members of a union and so do not wish to participate in the democratic running of CUASA.

What are the rules regarding outside professional activities?

Provided such activities do not conflict or interfere with your obligations at Carleton, one-half day a week (September-May) is acceptable. Those wishing to spend more time shall so advise the dean/director. [Article 15.7(b)]

I'm leaving employment at Carleton on June 30, do I get the PER that came into effect May 1 and when must I submit my claim?

Yes, you are entitled to the full amount. Provided your claim is submitted within the first 4-6 weeks following termination of your employment, it will be processed.

The collective agreement ends this April 30th, may I carry over any unspent funds from my PER beyond that date?

Yes, you may carry forward unspent amounts (up to a maximum of three year's entitlement) even though the collective agreement is ending. [Article 40.13]

I am a part-time employee, do I only get a pro-rated portion of the Professional Expense Reimbursement?

No, "each member of the bargaining unit" is entitled to the full value of the Professional Expense Reimbursement regardless of their full or part-time status. [Article 40.13(a)]

Where can I get a PER form?

The Form is available on the Human Resources web site [scroll down to CUASA Professional Expense Reimbursement Form at the bottom of the page in Word)].

Which categories of CUASA members are entitled to Professional Expense Reimbursement?

Each member of the bargaining unit is entitled to PER: faculty, instructors, professional librarians, part-time, full-time, term, preliminary (tenure/confirmation track), confirmed and tenured.

We have a preliminary appointment available and have had an individual working on a term contract with us who has impressed us and who we would like to retain. Do we have to advertise the position?

No, you may opt to change the term into a preliminary appointment without advertisement. Where the position is advertised, if the qualifications and experience of the term appointee are demonstrably equal to the best external applicant who meets the requirements of the position then the term appointee must be hired. [Article 37.3(a)]

I've recently been promoted, will I get a raise?

Only if your nominal salary, at the date the promotion becomes effective, is below the floor of the rank you have been promoted into. In which case your salary will be raised to the floor automatically. [salary floors]

Do I have to wait for the automatic consideration date or may I apply for early promotion?

You may apply for promotion whenever you think you have met the criteria specified in Appendix B and the University Promotions Committee document. See Timetables.

I am thinking of going on reduced-time for a year or taking a leave of absence without pay. How will this affect my pension?

Both you and the employer are required to pay 6% of your actual salary into the Carleton Retirement Plan. When working full-time, your actual salary is equal to your nominal salary so the total sum credited to your pension is 12% of nominal shared equally by you and the employer. Since the requirement is to pay pension premiums on the basis of actual salary, any reduction (up to and including 100%) will have an impact on your pension at retirement. You may elect to mitigate this by opting to pay the difference between 12% of actual and 12% of nominal into the plan but you will have to pay both the employer's and your share. For example, in the case of leave of absence without pay, you would need to pay the full 12% of your nominal salary to maintain full pension contributions for the period of absence. Revenue Canada limits the ability to make a top-up contribution to pension in this fashion to a maximum full-time equivalent of 5 years which includes periods on sabbatical. Sabbaticals count as 20% of a year, if the sabbatical was at 80% of nominal. Other periods, when the actual salary is less than nominal but pension is topped up by the individual, count in a similar pro-rated fashion. Should you elect not to make up the contribution level, your pension at retirement will be less than it would have been had you made such contributions.

(Retirement Plan Text, sections 1.10, 4.05 and 17)

I am thinking of going on reduced time or am already part-time, how does this affect my tenure, confirmation, promotion and sabbatical?

You are credited with time completed towards tenure, confirmation, promotion and sabbatical on a pro-rated basis (i.e., if you are on half workload for a year, you earn 1/2 a year's credit). [Article 13.5(d)]

How do I get a pension projection?

If you are within two years of retirement you should contact the Pensions Specialist or Pensions Officer in Human Resources (3634). Otherwise you can run your own pension projections at Retirement Planner.

What effect does remaining in employment after age 65 have on my benefits?

Your Extended Health Care and Dental remain unchanged. However, on July 1st coincident with or following your 65th birthday, your LTD coverage ends; your Basic Life Insurance is reduced to 1 x salary to a maximum of $25,000; and, your Optional Life Insurance is reduced by 50% to a maximum of $100,000. Your Life Insurance ceases at earlier of retirement or age 70 (Basic Life Insurance), age 71 (Optional Life Insurance). You may convert the balance, without evidence of insurability, to a personal policy within 31 days of retirement.

How much notice of resignation or early retirement must I give?

The Employment Standards Act does not specify a requirement for any minimum period of notice to the employer. However, it is customary to provide the period of the pay (now 1/2 a month).
Article 22.5 of the collective agreement sets out the notice period that would be most convenient to the employer as follows:
(i)
(ii)
(iii)
1.
2.

To whom do I resign?

The employer must receive your resignation (i.e., Director of a School, Dean, University Librarian, Vice-President or President) Even though Chairs of Departments are not members of management, it would be polite to copy them on the resignation.

May I use some of my salary as a research grant?

Yes. You may use up to 100% of your salary as a research grant subject to the employer being satisfied that the normal rules and requirements pertaining to approval of research proposals have been satisfied. Payment is normally made in quarterly instalments. You must use this money for research purposes approved by Revenue Canada and should you not be able to satisfy them that such is the case, you will be assessed tax on the portion they have disallowed as research expenses. The simple fact of having salary money paid as a research grant is not sufficient to exempt it from being assessed as taxable by Revenue Canada. The money must have been spent on legitimate research expenses acceptable to Revenue Canada. Contact Research Services for further information. [Article 46.2]

When may I retire?

Anytime after you turn 55 years old.

Does my spouse get the benefits after I retire?

If you were hired before Nov. 29, 2006 and retired with at least 5 years of service with Carleton University and you were an active member of the benefit plans at the date of retirement, or if you were hired after Nov. 29, 2006 with at least 8 years of service and were an active member of the benefit plans at retirement, you and your spouse are covered by the Extended Health Care and Dental plans as are any dependents under the age of 25 with all premiums paid by the employer.
If you pre-decease your spouse after retirement, your spouse retains the benefits for his/her lifetime on the same cost sharing as existed at the time of the death of the member.
Spouses of members who die before retirement are entitled to continue as members of the benefit plans as follows:

The employer will pay for continuation of the Extended Health Care and Dental benefits for a three month period.
EHC and Dental coverage beyond three months will continue if:
- the deceased employee was eligible to retire on the date of death, and
- had coverage on the day immediately preceeding the date of death, and
- had at least 5 years service with Carleton University, and
- the surviving spouse and/or dependant/s agree to cover the cost of participation, through the payment of premiums, if required.
- The premiums will be based on the active CUASA employee rates, until the survivor reaches Normal Retirement Date or draws a pension from the Carleton Retirement Plan, whichever comes first, at which point the rate will be the retiree rate for the group.

What are the limits on contract instructor (sessional) teaching?

(Repeated sections count as if they were other courses.); Contract instructors with higher teaching workloads must be included in the CUASA bargaining unit. [Article 2.5]; In recognition of the unique nature of the studio component of the Architecture program, the parties agree that, solely for the purposes of Article 2.5 of the Collective Agreement, a section of a studio course in Architecture for one term shall be deemed to have a full-course equivalent credit value of 1.0.

How may I find out the contract instructor stipend for CUPE4600 members?

Call the CUPE4600 office at 613-520-7482 or email their Buisness Agent Stuart Ryan or check the CUPE4600 collective agreement on the Human Resources web site.

I am on sabbatical but have become ill. Do I remain on sabbatical or go on sick leave?

If you become so ill that your sabbatical will be undermined you should contact your Dean to have your sabbatical changed to sick leave and preserve your sabbatical for a later date. You should provide medical evidence of your illness to your Dean at the time of your request. Sabbatical Guide

I am on sabbatical but we are going to have/adopt a baby. Do I remain on sabbatical or take maternity/parental leave?

If you have/adopt a baby, that portion of your sabbatical to which maternity or parental leave applies may be retained and applied at the end of the normal sabbatical period or rescheduled or you can abandon the extra time. As maternity/parental leave is remunerated at 95% of salary it is usually financially advantageous to take maternity/parental leave. [Article 20.7]

When must I provide a written statement describing in detail the nature and location of my sabbatical activities?

You must provide this statement no later than 3 months prior to the beginning of a sabbatical (i.e., March 31 for a sabbatical beginning July 1, or September 31 for a sabbatical beginning January 1). [Article 21.1(d)]

How and when do I provide notice of intent to take a sabbatical?

You must provide notice of intent to take a sabbatical to the Chair/Director by October 31 of the year prior to the academic year in which the planned sabbatical will take place (e.g., if you plan to take a sabbatical Jan.1 you must give 15 months notice). Management has a green form, available from departmental administrators and dean's offices, that you must fill out. If you miss the deadline, the management may, at their discretion, extend the deadline for you. You may withdraw your statement of notice up to 6 months prior to the start of the sabbatical. [Article 21.1(c)]

I was on sick leave for about 6 months. What does this do to my sabbatical entitlement?

Sabbatical credit is based on full-time on-campus service so lengthy sick leave does not count towards sabbatical. [Article 21.1(a)]

What happens to my accumulated sabbatical credit if I quit or retire?

It is lost. There is no payout of accrued sabbatical credits when you quit or retire from Carleton.

We are spouses, both academics at Carleton, but our sabbatical periods are different, can that be changed?

Upon request, the employer and CUASA have agreed to coordinate sabbaticals between spouses by transferring service credits between them. Application for coordination should be made to the dean and CUASA.

Is there any policy with respect to hiring my spouse?

If you spouse is also an academic with qualifications appropriate for an academic position at Carleton University, Article 9.1(a)(iv) of the collective agreement permits the appointment of your spouse without the requirement for advertisement provided that a department, through the procedures for recommending appointments normally followed by the department, determines that a spouse of a successful candidate for a preliminary or tenured academic staff position has qualifications and experience that would benefit the programs of the department. There is no obligation on a department to accept the spouse. The employer has set up an office of recruitment and retention. If your spouse is looking for other employment, Human Resources provides some help in job searches.

How many courses must I designate for teaching evaluation?

At the beginning of the academic year you must designate at least 2 courses for evaluation. The evaluations from these 2 courses are used in career decisions including CDI. While all courses with five or more students have teaching evaluations conducted and the scores are used to generate Department/Faculty means, evaluations from non-designated courses must be returned to the instructor of record. [Article 26.7]

The evaluations from my non-designated courses are very high. How may I have these taken into consideration for career decisions?

You may put any evaluations you wish on your personnel file (Chair/Director and Dean) and request that they be considered in career decisions. [Article 26]

I would like to teach summer school. What are the rules?

The employer gives preference to members of the CUASA bargaining unit who apply to teach summer school provided that the member's qualifications are demonstrably equal to those of non-member applicants. You apply in response to the advertisement which must first be circulated to members of the unit. [Article 27.1]

What about teaching as a sessional in the fall/winter term?

The employer has a policy which forbids the hiring of faculty members to teach as sessionals outside of the summer term.

I am a term appointee, do I get any benefits?

Yes, all of them.

I have been on a term appointment for several years. When will I be made permanent?

A term appointee employed under successive term appointments must in the 5^th year of such employment be considered for tenure or confirmation. [Article 37.3(c)]

My term appointment has been converted to a preliminary appointment. Can I renegotiate my salary?

On May 26, 2006, CUASA and the employer agreed that term appointees converted to preliminary or tenured faculty status would be permitted to renegotiate their salaries. This agreement is Appendix J of the collective agreement.

May my tenure hearing be delayed?

Yes, although you will not find it in the collective agreement, it is the practice of CUASA and the employer to grant requests for delay of tenure hearing for up to two years. The request must be made in writing to CUASA and the relevant Dean. The parties to the collective agreement will then sign a Memorandum of Agreement varying the collective agreement in this instance to permit a later tenure hearing date than specified in Appendix A. Tenure Timetables and other information

Does my maternity/parental leave count as service toward my tenure hearing?

No it does not.

CUASA Frequently Asked Questions Page / cuasa / Created: 1999/06/30 / Last Modified: 2009/11/04 Page maintained by Deborah Jackson