My InfoUnionized student staff with teaching or research functions

Article 26 : plans and benefits

26.1 Health and Dental Benefits

The Employer will provide annual deposits in the creation of a Benefit Fund aimed at helping members cover medical costs outside of those covered by their present Benefit Plan. For the purpose of a CUPE 2626 administered and sponsored benefit plan, the Employer will remit to CUPE 2626 the following units, payable on the dates noted, subjected to the submission of an audited statement for the previous Academic Year:

  • no later than forty-five (45) Working Days after the signature of the 2019-2022 Collective Agreement: forty-five thousand dollars ($45,000)
  • September 1, 2020: forty-eight thousand dollars ($48,000)
  • September 1, 2021: forty-nine thousand dollars ($49,000).

The Union acknowledges and agrees that other than making its contribution as set out in this Section, the Employer shall not be obliged to manage or disburse the funds associated with this provision. The Union shall be responsible for meeting all legislative and fiduciary requirements associated with the administration of the Benefit Fund and shall accept any consequences associated with a failure to meet any necessary obligation. The Employer will bear no responsibility for any deficit incurred by the Benefit Plan.

The Union agrees to provide to the Employer before August 31 of each year (for example the audit for the 2019-2020 year must be submitted by August 2021), an audited statement attesting to the appropriate disbursements of the funds. Benefits coverage for the specified time periods does not in any way imply or connote a continuing employment relationship for the member beyond the termination date of their appointment.

26.2 Out of country travel

Supervisors requiring Employees to participate in specified* international travel on behalf of the University must notify the Office of Risk Management and Human Resources in order that the Employer may attempt to secure uninterrupted insurance coverage and participate in a risk analysis to determine the safety of travelers.

Employees participating in international research and travelling outside of Canada as part of their duties are responsible to ensure their understanding of any risks involved in the trip and their mitigation.

The Supervisor and Employee must ensure written notification to Human Resources no less than twenty (20) days prior to departure when planning specified* travel.

*Specified travel includes:

  • travel over six (6) months in duration, or
  • travel, regardless of length of stay that involves high risk activities (e.g. climbing mountains, cliff diving or other extreme activities not generally covered by typical insurance packages), or
  • travel involving a destination that is deemed "avoid non-essential travel" or "avoid all travel" by the Department of Foreign Affairs, Trade and Development (DFATD).

26.2.1 Upon receipt of the above notice, Human Resources shall:

  • contact the insurance provider to seek insurability, which is determined at the insurer's sole discretion;
  • notify the Supervisor and Employee of the results of the contact.

26.2.2 Where appropriate travel insurance cannot be secured by Human Resources or the Office of Risk Management or the travel is deemed by the risk analysis to be inadvisable, the Employee shall not be required or permitted to travel to a destination as that described in 26.1.2.

26.3 Tuition Support Benefit

26.3.1 Reference Fees

The reference fees to calculate this benefit shall be defined as the fees in place in the same semester of the previous Academic Year in which the member was registered as a full-time Student.

26.3.2 Amount

Commencing September 1, 2019 and ending on August 31, 2022, the amount of the tuition support will be reimbursement of the difference between tuition fees of the given semester plus a 1.5% increase per Academic Year: tuition support benefit = (tuition fees) - (ref. fees + 1.5%).

26.3.3 Eligibility Criteria and Payment of Tuition Support Benefit

Members of the Bargaining Unit regardless of Student status (domestic or international) who meet the established eligibility criteria shall be eligible to receive the tuition support benefit.

Eligible members shall receive the tuition support benefit for the Academic Year in which they receive or are entitled to the equivalent of a Full Appointment.

The Employer will calculate the tuition support benefit using the information included on the Entitlement Lists set out in article 18.8.1 of the Collective Agreement . Payment of the tuition support will not require an application. A first payment will be paid no later than five (5) Working Days before the due date to pay tuition fees for each semester.

The Employer will complete three (3) additional rounds of calculations to include individuals not appearing on eligibility lists but eligible for benefits based on eligibility criteria. The Employer will endeavor making the payment of this benefit no later than end-November, end-March and end-July of each year.

Notwithstanding previous paragraphs, the Employer will endeavor making the payment for any request by an eligible member no later than one month from the date of the request.

The fund shall be administered by the University and Union, which shall jointly establish criteria and procedures for the application and distribution of funds.

A member's entitlement shall not be affected if they are in receipt of other scholarships, or on the member's category(ies) of employment in the Bargaining Unit, nor changes in the Student status or program of study during the period of eligibility.