That the Salary of Members be at least 5th place within the province.
That UGFA strive towards the goal of achieving and/or maintaining gender and race equity for salary, CRC, URC and academic leadership positions in an open, transparent and timely manner. Mutatis mutandis for disability.
Compensation of Chairs/Directors must be fair, transparent and equitable.
Pension – Continuance of pension discussion with management and other institutions involved in the JSPP discussions, so as to ensure the future viability and security of both Members and the University.
The UGFA has received consistent feedback from the Members, through the 3 surveys which we conducted in Fall 2016 and Winter 2017, which indicates a growing workload. Some of the workload issues result from an insufficient number of Members; some are the result of administrative download.
The UGFA strive towards the goal of reducing member workload, inclusive of administrative download. The new level of reasonable workload shall be maintained.
Currently, the value of mental health counselling available to members is capped at $300/annum. This has not been adjusted since at least the early 1990’s. Given the increased expectations on members, this benefit has become exceedingly insufficient.
Mental Health benefits be increased to an appropriate level
The hearing aid benefit be increased to a reasonable amount.
Pre-tenure/Continuing Appointment Members may appeal any one area which is less than good.
That the Dean/AVP Research/Chief Librarian ensure appropriate mentoring of pre-tenure/pre continuing appointment Members