Uofa Fall 2023 Calendar

Uofa Fall 2023 Calendar – Academic Staff Association: University of Alberta (AASUA) recently approved a new settlement. This blog post provides an overview of the AASUA settlement. Overall, the settlement expands the public sector and PSE pay scheme, but with additional funding and improved language.

This four-year contract runs from July 1, 2020 to June 30, 2024. The cost of living adjustment (COLA) for all salaries and industries is as follows:

Uofa Fall 2023 Calendar

The additional growth projected for December 2023 depends on the province achieving 2.7% or more of real GDP in calendar year 2023 by February 2024. If this condition is met in February 2024, A U will apply retroactively. Additional 0.5% COLA until December 1, 2023. If this condition is not met, there will be no additional growth.

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This means that the AASUA settlement could see a COLA increase of between 2.75% and 3.25% (not included) over its four-year term. Even with the inclusion of profit-sharing payments, this settlement cannot maintain the purchasing power of AASUA salaries over time. For example, as of January 2022, inflation was 5.1%.

The AASUA settlement is in line with AUPE's Civil Service Division and the Mount Royal Faculty Association's (MRFA) COLA settlement, which begins in late February. This is similar to the current "secret" financial mandate given to the government.

An interesting aspect of the AASUA settlement was the introduction of a two-tier salary system for faculty-only employees on two- to six-year contracts. New hires at the rank of professor are subject to a downward trend (13% reduction in maximum compensation).

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It is usually easier to implement a two-tier wage system because the affected people are not yet employed and therefore cannot vote against it. However, two-tier networks can be a deal breaker in the long run. This is an example of a wedge tactic by an employer to alienate union members over time (ie targeting a small group to win back workers, buying out the remaining workers at a profit).

We see the AU using wedge tactics in attacking professional rights at the negotiating table. In the fall, most members rejected this strategy. When members hold back, employers often turn them away. For example, the AU's latest proposal does not include (1) the proposed rollback of professional independence or (2) the desire for a new temporary layoff for professionals.

In addition to COLA relief, AASUA was able to negotiate some additional changes. The main changes in net monetary effects include:

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AASUA estimates that these earnings will offset an additional 1% on top of the COLA. In addition to salary, fringe benefits are a feature of the MRFA and the United Nurses of Alberta.

There is considerable variation in the language that differentiates between categories of employees. Most of them have little contact with the members.

A new language on employment has appeared (Article 23). While employers retain considerable discretion in how they achieve these language equity goals, the article does require periodic disclosure of demographic information to the faculty union.

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The AASUA agreement requires employers to address non-gender pay gaps and eliminate statistically significant differences. The previous settlement included addressing wage disparities in part based on gender.

The AAUSA contract provides for cost-of-living increases of 2.75% and 3.25%. This reflects the evolving provincial and PSE salary model (and government mandate). This is the agreement the AU proposed on February 28 after submitting to arbitration.

Adds an additional 1.0% value in the form of additional compensation, benefits, and performance enhancements. This additional settlement brings the ASUA contract into the scope of the United Nurses of Alberta and MRFA settlements. It did not offer a comparable increase in the Feb. 28 proposal.

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AASUA also seems to have taken up language improvements. Notably, the AASUA agreement does not appear to contain the rollback language that AU members are trying to push.

Revising the AASUA language makes it clear that in order for the AASUA to accept the government's poor wage mandate, the AASUA must agree to other ASUA recommendations. Time will tell, AU wants this option to stop working. No problem! Use the search and navigation menu on the left or click on one of our frequently visited pages below.

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If you have trouble finding the location of the university or have any questions about the university announcement, you can send us a message using the student contact form. Almost everyone agrees that combining the Temp Union, Siren calendar is a good idea. and Tempe Elementary school districts, but when school starts July 19, the three districts adopted a 2-2-2 calendar for the 2023-24 school year unanimously. – Photo of Tempe Elementary School

While there was never a strong push to merge the Tempe Union High School District with Siren and Tempe elementary schools, the three public school districts serving south Tempe and west Chandler have come together to consolidate their school calendars starting in the 2023-24 school year. .

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Each of the three governing bodies unanimously approved not only identical calendars this month, but also a modified year-round schedule — known as 2-2-2 — with two weeks for fall break, two weeks for winter break and two weeks off. for spring break. for vacation.

That, in turn, shortens summer vacation, which teachers say helps students retain information from one school year to the next. As a result, learning starts earlier. The academic year 2023-24 will open on July 19.

The 2-2-2 calendar is similar to the one used by the Chandler Unified School District for the past several years.

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