Here's the text of the Social Contract agreement between UW and the staff association, signed Friday, July 23. AGREEMENT BETWEEN THE UNIVERSITY OF WATERLOO STAFF ASSOCIATION AND THE UNIVERSITY OF WATERLOO REGARDING THE SOCIAL CONTRACT ACT 1993 Introduction The University of Waterloo and the Staff Association of the University of Waterloo have signed a local agreement under the provisions of the Social Contract Act 1993. In reaching this agreement the Parties have assumed that there will be a 20% reduction i n the Province of Ontario's expenditure reduction target for the University of Waterloo and that employees will be eligible to access the Job Security Fund as described in the Social Contract Act. The University of Waterloo Staff Association represents the regular full and regular part- time, non-union, non-academic employees of the University of Waterloo. This group has approximately 1700 people, more than half of the regular employees at the Un iversity of Waterloo. The Staff Association has been designated by the Minister as bargaining agent for the purposes of the Social Contract Act. In May 1992, a two-year salary agreement was reached which provided for a 1.5% increase in job mid-points plus a merit program effective May 1,1993. The agreement provided for re-examination if the financial position of the University were to change subs tantially. In view of the reduction in promised grant increases, the expenditure control program, the Social Contract cuts, and tax measures in the Provincial budget, the University's financial position has worsened significantly and the scheduled May 1, 1993 increases are no longer affordable. This agreement is intended to deal with the overall budget difficulties produced by the Social Contract. The Staff Association and the University have as their highest priority the retention of jobs for University of Waterloo employees. No provisions of this agreement will require immediate layoffs. However, it is clear that the effects of the Social Contr act as well as other substantial reductions in the University's income will eventually affect the numbers of employees which the University will be able to retain. By the end of the three years of wage freezes and unpaid leaves of absence, the University 's salary budget may need to be reduced substantially. Consequently, although there is a provision for some extended job security in the first year of this agreement, the University and the Staff Association feel it is important to understand that over the next three years there may be layoffs of staff. The Staff Association and the University will, as always, work together to ensure that the process is sensitively managed and that the rights of staff are protected but the harsh reality of the Province's deficit and the University's situation are such that further reduction of the staff complement is unavoidable. In this agreement are provisions which will help to support those staff members if jobs are lost as a result of restructuring and downsizing. Agreement 1. Salaries for all staff members will be frozen from April 30, 1993 until April 30, 1996. Increases in salary during this period will only occur as a result of a promotion or reclassification to a higher grade level. Existing arrangements whereby staff members within three years of retirement can exchange one week of vacation for a 2% salary increase will not be affected. 2. Staff members whose salaries are above $30,000 annually, will be required to take three unpaid days leave of absence in 1993-94 and up to three unpaid days in each of 1994-95 and 1995-96. Unpaid days will not reduce anyone's annual salary below $30,0 00. Employer and employee pension contributions and employee pension entitlements will not be affected by these unpaid days. Reductions due to unpaid days will be deducted from paycheques at a uniform rate for the nine months left in the 1993-94 fiscal year, and for the twelve months in the 1994-95 and 1995-96 fiscal years. 3. Annual salary is defined as all earnings excluding overtime but including shift premiums, stipends, etc. 4. In 1993-94, one of the unpaid leaves of absence will be designated as February 21 during study break. Staff members whose salaries are less than $30,000 will be required to use one vacation day. In 1994-95 and 1995-96 other days may be designated. 5. The remaining unpaid days will be scheduled by mutual agreement between the staff member and the department head. 6. No notice of redundancy will be given prior to May 1, 1994. 7. The Personnel Department will provide a comprehensive job relocation training program for any staff member whose job is lost as a result of downsizing. This program is a five-day session with videotapes, workbooks, discussion groups and interviewing a nd resume writing workshops. 8. The Staff Training and Development Fund will be increased by 10 % on August 1, 1993. The increase will ensure that the development of staff continues to have a high priority at the University and will ensure that the Working and Frontline Leadership p rograms can continue to operate. In addition, the Fund, which is administered by the Staff Development and Training Committee, will provide other programs which will address the needs of staff in a changing and stressful work environment. 9. Staff members are encouraged to take additional unpaid leaves of absence and department heads should grant these requests wherever possible. 10. This agreement may be revisited by mutual consent of the University and the Staff Association. By agreeing to this document, the Staff Association also accepts the provisions of the University Subsector Social Contract which was recently signed by the University of Waterloo, the other Ontario Universities and the Provincial Government. Specifics of the Subsector Social Contract Openness and Accountability (Section V.A.) The Subsectoral Agreement encourages the sharing of information and participation by employees in the decision making processes of the University. University of Waterloo employees are represented on all committees which determine issues affecting them. As well, they are members of the Board of Governors of the University. The University Stakeholder Group which has been meeting on a regular basis since the introduction of the Social Contract, will continue to meet throughout the three years of the Social Contract to share information and discuss areas of concern. Members of this Group will be the Presidents and one additional representative from each of the Faculty Association, the Staff Association and CUPE Local 793; the Presidents of the Federation of Students and the Graduate Student Association; one represe ntative appointed by the Church College Heads; the President of the University, the Vice-President Academic & Provost, and the Associate Provost, General Services. Elimination of Waste and Inefficiency (Section V.B.) The Subsectoral Agreement encourages employees to recommend changes and to provide information which would result in the elimination of waste and inefficiency. The University Stakeholders Group will review all suggestions and information from employees concerning the elimination of perceived waste or inefficiency in University procedures, processes, work standards or business practices. Employees who offer thes e suggestions are protected by the Staff, Faculty and Student Grievance and Ethics policies. Union members are protected by Article 15, Grievance Procedure, of the Collective Agreement. As well, the University will participate in a review of the procurement of goods and services and contracting systems with other universities as well as within the University of Waterloo. The review will be discussed in the Stakeholders Group. Job Security (Section V.C.) The Sectoral Agreement requires Universities to offer their own qualified employees any vacant positions and to provide for a sharing of human resources among the University Sector. University of Waterloo's Staff Policy 18 requires that all staff positions which become vacant at the University of Waterloo must be filled by qualified internal applicants. Only in the event that no qualified internal applicants exist, can a hiring department recruit for a staff position from outside the University. The University will cooperate with other universities in redeployment protocols developed under the auspices of the Job Security Fund.