Note: We are currently working to clarify this information to take into account principles such as the new contract (2017-2021) and their practical operation. Here is a summary of partial expense earnings (collective contracts 26.10D and E): Optional life insurance, medical, dental and paraprofessional benefits are part of a package of compensation negotiated by OPSEU for all partial load faculties and their loved ones under the Academic Pay Equity plan, and we strongly recommend that you take advantage of these benefits. , in particular, extended health care, whose premiums are paid in full by the college during employment contract periods. The benefit levels are the same as for full-time faculties for all insurance plans. If you have any questions about the collective agreement and are a member of fanshawe College, please contact us. The performance manager of each college is required to meet with you during your recruitment to check your performance options. Unfortunately, this is not always the case. Because significant deadlines need to be met, you may need to contact your benefit manager as soon as you are hired to ensure that you receive the appropriate forms and that you are registered for the benefits that are best for you. Your partial contract is short-term and not permanent, they must return to the EU if your university job is terminated.
We advise to contact us shortly after they are hired or as part of a partial charge contract. … an arbitrator should also bear in mind the long-held principle of labour relations that complaints of alleged breaches of the collective agreement must be filed within a reasonable time after the issue has arisen. I accept the intervention of EU counsel that the issue of delay in filing a complaint can be addressed by the implementation of appropriate corrective measures and that the authorisation of evidence of incidents dating back years for contextual purposes does not mean that the facilitation of redress of such incidents is facilitated. However, I think that a delay in filing harassment complaints does not only lead to prejudice in organizing a fair hearing (which seems to focus on most of the awards cited). Delays also affect the ability of parties to resolve issues and concerns in a timely manner as soon as they arise. This affects the current relationship between the employer, the afflicted and the Union. As Professor Laskin so eloquently wrote at General Electric, the proper management of a collective agreement requires … mutual recognition by the parties of a principle of pension law for all claims arising from the agreement that are not invoked within a reasonable time.“ There is a real danger to current relationships, by allowing a complaint to draw ghosts from the past when the employer ignores the issues that arise at the time they are concerned (and therefore unable to address them), i.e. when the employer feels that the concerns have been addressed and the matter has been resolved. In the case of extended health care, the college is required to pay 100% of premiums for all employees, except those with coverage with a spouse.
The plan is voluntary only for this group. Our advice is that anyone who enters this group answers the „NO“ question „Is your spouse a judge?“ should opt for extended health care. There is a provision called benefit co-ordination, and the only spouses who would have a plan that would erase the value of two benefit coordination plans are judges. A definition of performance coordination can be included in the „Your Benefits“ brochure mentioned above.
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