Click on the link to download the Manulife BENEFITS BOOKLET for those enrolled in TRU's benefits plan.

13.5.1 The disability benefits plan will be an insured plan and will include the following elements:  

• Benefit level of sick leave at one hundred percent (100%) for the first thirty (30) calendar days, short-term disability at seventy percent (70%) weekly indemnity for the next twenty one (21) weeks, and long-term disability leave of seventy percent (70%) thereafter
• Long-term disability as defined on the basis of two-year own occupation and any other occupation thereafter as described by the plan.
• Health and welfare benefit premiums will be paid by the University or the Plan for employees on sick leave, short-term disability and long-term disability.
• University payment of premiums for both short-term and long-term disability benefits.
• Claims Review Committee made up of three (3) medical doctors (one designated by the claimant, one by the University and the third agreed to by the first two doctors).
• Mandatory rehabilitation as described in the plan.
• Subject to provisions of the Plan, enrolment is mandatory for all tenured, tenure-track, continuing, and limited term employees. Continuing sessional employees have the option for enrolment as per Article 13.10.

  13.5.2 Employees hired prior to April 1, 2002 shall retain any sick leave banks accrued up to but not beyond March 31, 2002 including any entitlement to full or partial payout of such sick leave banks. Article 13.5.2.1 applies for use of those sick leave banks including payout, where applicable.   13.5.2.1 Upon the termination of employment of an employee with more that ten (10) years continuous service, a cash payment in lieu of accumulated sick leave will be given to a maximum of sixty (60) days. The cash payment shall be made at the full-time daily rate for all tenured or continuing part-time employees.

13.2.1 Benefit Provisions The following benefits will be provided to employees based on eligibility requirements in accordance with the Index:   (a) Basic Medical Insurance under the British Columbia Medical Plan, subject to Plan provisions. (b) Extended Health Benefits (i) Total lifetime coverage level will be unlimited. (ii) Reimbursement level on claims will be 95%; (iii) Hearing Aid benefit claims will be to a maximum of $600 every five years. (iv) The Medical Travel Referral Benefit shall be in accordance with the provisions set out in Article 13, Appendix 1. (v) Health and welfare benefits coverage will cease on the day that an employee's employment terminates. (vi) Coverage shall include an unlimited lifetime maximum for out of province travel.   13.2.2 Employees are eligible for coverage in accordance with current statutes of the Province and the policies as negotiated by the Board. This coverage is mandatory unless alternative coverage is already in effect. Thompson Rivers University shall pay 100% of the premiums.   13.2.3 Extended Health Benefits - coverage shall include an unlimited lifetime maximum for out-of-province travel.

13.3.1 The Dental Care Insurance is compulsory for new employees. 13.3.2 Thompson Rivers University shall pay one hundred (100%) percent of the premium of Dental Care Insurance Plan "A" Basic Services and Plan "B" for the employee joining the plan.   13.3.3 Dental Care Insurance coverage shall be 100% of Plan "A" and 70% of Plan "B".   13.3.4 Plan A includes revision of cleaning of the teeth (prophylaxis and scaling) every nine months except dependent children (up to age 19) and those with gum disease and other dental problems as approved by the Plan.   13.3.4.1 The nine-month limitation applies to 1) polishing, 2) the application of fluoride, and 3) the recall itself. The nine-month limitation does not apply to scaling; any current scaling limits in dental contracts apply.   13.3.4.2 The process for an individual faculty employee to have his/her teeth cleaned more frequently than every 9 months as provided Article 13.3.4 is as follows:   (a) Faculty employee visits dentist as usual. (b) Dentist advises that the faculty employee has gum disease or other dental problem which requires cleaning more frequently than every 9 months. (c) Dentist fills in the usual claim form, but in addition notes that the faculty employee has gum disease or specifies the other dental problem that requires more frequent cleaning. (d) Faculty employee or dentist submits the form to the Insurance Carrier as normal. (e) The Insurance Carrier determines if the reasons set out by the dentist fit within the approved reasons under the dental plan for having teeth cleaned more frequently than every 9 months.

Group Life and Accidental Death and Dismemberment benefits each shall be set at three times the employee’s annual salary.

LETTER OF UNDERSTANDING #16

HEALTH & WELFARE BENEFITS FOR FACULTY OVER AGE 65

TRU will provide the following benefits to faculty members to their 70 birthday:  

• Dental
• Extended health
• Short Term Disability
• Life insurance at 1x salary
• Accidental Death and Dismemberment
• Medical Travel Referral

  Optional Life is employee paid. LTD ceases on the member’s 65th birthday.   The coverage for B.C. Medical Services Plan continues. TRU paid sick leave (for the first 30 calendar days) will be provided as per Article 13.5.1.   TRU and the faculty member will continue to contribute to the College Pension Plan as per statute.   A faculty member is not permitted to access dual coverage as a result of retiring under the College Pension Plan. If other benefit coverage is provided to an employee as a result of retiring under the College Pension Plan or under another benefit plan, the benefit plan provided by TRU will be terminated.  

16.5.1 All employees may take TRU courses without paying fees, provided that their taking the course is of benefit to the University, as determined by the President.   16.5.2 When an employee wants to enrol in a course other than as provided for in Article 16.5.1, the employee may enrol without paying course tuition fees provided that all fee-paying students are given first priority.   16.5.3 An immediate family member of an employee may enrol in any TRU course without paying course tuition fees provided that all fee-paying students are given first priority. For the purpose of this article, an immediate family member is defined as a spouse or a dependent child, 25 years of age or under.   16.5.4 This article only provides course tuition fee waiver. All employees and immediate family members benefiting from this article must pay all other costs.   16.5.5 If the class size is limited, employees and immediate family members taking advantage of this article shall be expected to make room for fee-paying students. In all cases, fee-paying students shall be given first priority.   16.5.6 Graduate, Juris Doctorate (J.D.), Continuing Education, and Open Learning courses are excluded from Articles 16.5.2 – 16.5.5.   16.5.7 Juris Doctorate (J.D.), Continuing Education, and Open Learning courses are excluded from Article 16.5.1.

16.4.1 Members may request and the University may grant Phased Retirement. Once an agreement for phased retirement has been reached and signed the member is irrevocably committed to retire.   16.4.2 Phased retirement will be available to members who are at the highest achievable step of the Assistant Professor/ Lecturer/ Librarian I/ Counsellor I/ Instructional Support I salary scale or higher on the 30th of June and have reached the age of 55 or greater.   16.4.3 A member will give written notice of his/her intention to participate in the one or two years phased retirement program twelve (12) months in advance of the proposed commencement of phased retirement along with the intended progressive reduced workload as per Article 10 for each year of the phased retirement program.   16.4.4 The salary of the member during the phased retirement period will be based on the following:   i. Actual workload performed; and ii. Phased Retirement Supplement (PRS).   16.4.5 The PRS shall be equal to the difference between the salary and benefits for that portion of the member’s workload no longer performed by the member and the salary and benefits of the sessional cost when that work is replaced. If the workload no longer being performed is not replaced, the PRS shall equal the salary and benefits for that workload.   16.4.6 The member’s and the University’s contributions to the pension plan will be in accordance with the College Pension Plan guidelines based on the salary actually paid to the member.   16.4.7 TRU shall continue to pay 100% of all health and welfare benefits during the phased retirement program.

ARTICLE 13 - APPENDIX 1

MEDICAL TRAVEL REFERRAL BENEFIT

   

All members holding a Continuing Sessional, Limited Term Contract, Continuing, Tenure-track, or Tenured appointments, shall be eligible to apply for an interest free Education Loan to assist with the costs of obtaining additional academic qualifications that meets specific needs, goals and objectives identified by the University. The University shall make available sufficient funds to approve up to 8 loans of $10,000 maximum per year. Applications may be made once annually by April 1. Applications shall be made in writing to the Provost & Vice-President Academic, outlining the proposed program of study, the expected benefits to the member and the University, and the anticipated costs. The Provost & Vice-President Academic, after consultation with the Dean and the Department Chair, shall decide whether to offer an interest free Education Loan, based on:   (a) the relationship of the proposed program of study to the needs of the University; (b) the recommendations of the Chair and the Dean; and (c) the relationship between the proposed program of study and the Department’s Strategic Academic Plan; and (d) the cost of the program.   The decision of the Provost & Vice-President Academic shall be final and shall be communicated within 20 working days to the member, in writing, with reasons stated for any decision. If the loan is approved, the University will arrange for repayment in equal monthly instalments through payroll deduction based on the mutually agreed upon term. The maximum repayment period shall be seven (7) years. A Member shall not normally be indebted to the University for more than $10,000. Within the terms of the repayment plan above a member receiving an Education Loan shall be indebted to the University for the entire amount of the loan. In the event that the member leaves his/her position for any reason, the outstanding debt shall be paid in full. The University can deduct amounts owed to it with respect to an educational loan from any amounts owing by the University to the Member, and this Agreement constitutes written permission for the University to do so.

16.1.1 An employee accepting a tenure-track appointment is eligible for relocation expenses of up to one (1) month’s salary at Step 12 of the TS Scale, subject to supplying the required receipts according to the moving expenses administrative guidelines of the University. Such relocation expenses are provided to the employee as a 3-year forgivable loan. In the event that the employee voluntarily resigns from the University prior to three (3) years of service being completed, the forgivable loan is repayable to the University on a pro-rated basis.   16.1.2 An employee accepting a full time sessional for more than a month and less than a year or limited term contract appointment is eligible for an incoming relocation allowance of up to $850.00. The relocation allowance will include moving of personal effects and travel expenses for the employee and his or her dependents between his or her previous location and Kamloops. Expenses, including travel expenses and accommodation at the University rate, will be allowed during normal travel time between the previous location and Kamloops. Receipts for relocation and travel expenses must be submitted to the Director, Human Resources to substantiate the claim for reimbursement.   16.1.3 If a continuing or tenure-track employee's contract is not renewed because of budgetary reasons by the University, then the University will help pay for the employee to relocate to a new place of employment. The University shall reimburse the employee up to two-thirds (2/3) of one (1) month’s salary at Step 12 of the TS Scale upon completion on one (1) year of assigned duties. The University shall reimburse the employee up to one-third (1/3) of one (1) month’s salary at Step 12 of the TS Scale upon completion of two (2) years of assigned duties. Reimbursement requires that receipts are submitted to the Director, Human Resources as in Article 16.1.1 above.

Effective April 1, 2001, professional fees will be University paid for all employees who are required by the University to hold a professional certification as a condition of employment.

The University will provide an Employee Assistance Program for employees, the costs of which shall be shared equally by the University and the Faculty Association.

12.4.1 In the case of a pregnancy, the employee shall give the University three (3) months notice in writing of the date she intends to commence her leave and a medical certificate indicating the expected date of delivery. 12.4.2 In the case of an adoption, the employee shall inform the University both when applying for and upon being approved for an adoption and shall keep the University informed of the expected date of adoption, as provided by the agency handling the adoption. 12.4.3 Parental leave shall cease if an employee resigns during the period of the leave. 12.4.4 An employee is expected to return to the University upon completion of his/her parental leave for a period of at least twice the amount of the parental leave granted. 12.4.5 If an employee resigns before the time requirement of Article 12.4.4 is met, the employee shall refund, on a pro rata basis, the assistance provided. 12.4.6 An employee not exercising any other entitlement under Article 12.4 shall be granted a three (3) day leave with pay on, or immediately prior to, or after the date of birth or adoption of his/her child. 12.4.7 Entitlement Upon written request, an employee shall be entitled to a leave of absence without pay of up to twelve (12) consecutive months in addition to statutory requirements. 12.4.8 Commencement of Leave Leave taken under this provision shall commence: 12.4.8.1 for the birth mother, immediately after the end of the leave taken under the pregnancy leave provisions unless the University and the employee agree otherwise. 12.4.8.2 for a birth father, after the child's birth and within fifty-two (52) weeks of the birth. 12.4.8.3 for an adopting parent, within fifty-two (52) weeks after the child is placed with the parent. 12.4.9 Benefits Continuation 12.4.9.1 The University will maintain coverage for medical, extended health, dental, group life and long term disability benefits for leaves taken under this clause and will pay the University’s portion of premiums. 12.4.9.2 An employee who returns to work following a parental leave shall retain the seniority the employee had attained prior to the leave and shall accrue seniority for the period of leave. 12.4.9.3 An employee who returns to work following a parental leave, shall be placed in the position the employee held prior to the leave or in a comparable position. 12.4.9.4 An employee who has taken leave under this provision is entitled to all increases in wages and benefits the employee would have been entitled to had the leave not been taken. 12.4.9.5 Where the proposed commencement of the leave or return to work does not coincide with the instructional calendar the local Parties will negotiate mutually acceptable dates. 12.4.10 Supplemental Employment Benefit for Maternity and Parental Leave 12.4.10.1 When on maternity or parental leave, an employee will receive a supplemental payment added to Employment Insurance benefits as follows: (a) For the first two (2) weeks of maternity leave an employee shall receive on hundred percent (100%) of her salary calculated on her average base salary. (b) For a maximum of fifteen (15) additional weeks of maternity leave the employee shall receive an amount equal to the difference between the Employment Insurance benefits and ninety-five percent (95%) of her salary calculated on her average base salary. (c) For up to a maximum of thirty-five (35) weeks of parental leave, the biological mother shall receive an amount equal to the difference between the Employment Insurance benefits and eighty-five percent (85%) of the employee’s salary calculated on her average base salary. (d) For up to a maximum of thirty-seven (37) weeks of parental leave, the biological father or adoptive parent shall receive an amount equal to the difference between the Employment Insurance benefits and eighty-five (85%) of the employee’s salary calculated on his/her average base salary. (e) The average base salary for the purpose of Article 12.4.10.1(a) through (d) is the employee’s average base salary for the twenty-six (26) weeks preceding the maternity or parental leave. If the employee has been on unpaid leave for part of the preceding twenty-six (26) weeks, then up to four (4) weeks of that unpaid leave will be subtracted from the twenty‑six (26) weeks for the purpose of calculating the average base salary. 12.4.10.2 An employee is not entitled to receive Supplemental Employment Benefits and disability benefits concurrently. To receive Supplemental Employment Benefits the employee shall provide the University with proof of application for and receipt of Employment Insurance benefits. 12.4.10.3 If an employee is disentitled or disqualified from Employment Insurance maternity or parental benefits, the employee shall receive the supplemental payment to the appropriate percentage less the amount of Employment Insurance benefits the employee would have received if qualified for Employment Insurance benefits.

Meetings between representatives of the Faculty Association and the University will be scheduled at times mutually agreeable to the Parties. Reasonable effort shall be made to hold such meetings at times that do not conflict with assigned duties.   Where such meetings cannot be scheduled at times that do not conflict with assigned duties, the University will grant a leave of absence without loss of pay or other entitlements for the purpose of attending such meetings to the total equivalent of one-quarter full-time equivalent per annum.   Where such leave is granted, the University will replace the employee as necessary.   This clause may be utilized by the Faculty Association to ensure adequate representation by the Faculty Association with respect to issues that affect the institution or the post-secondary system. To facilitate the administration of this provision, the Faculty Association will ensure that the University is advised of the eligible leaves to be taken.   The Faculty Association may designate a person(s) who will be entitled to union leave under this article and will advise the University of the amount of the leave to be taken. The amount of the entitlement is one quarter of a full time equivalent per annum, without loss of pay or other entitlement.   Costs arising from this provision will not be charged against the program area of the participating union representative.   This provision will not be utilized where existing University-paid release time arrangements exceed this one-quarter full-time equivalent entitlement.

12.3.6.1 To enable an employee to contest a federal, provincial, municipal or other local election, the President may grant him/her a leave of absence without pay for up to 90 days. Such leaves shall not be unreasonably denied. Granting of such leave shall be subject to the following conditions:   12.3.6.1.1 The employee shall submit the request for leave at least two (2) weeks before the first day of the leave period.   12.3.6.2 An employee elected to a full-time political office shall be granted unpaid leave without pay for two consecutive terms of political office, which shall end on the day the incumbent vacates his/her office or is re-elected to a subsequent term.   12.3.6.2.1 An employee who chooses not to return at the end of the leave period shall lose any guarantee of reinstatement.   12.3.6.3 Short-term leaves of absence may be granted by the President to enable an employee to perform the duties of municipal or other local office, subject to the instructional needs of the University being met. These leaves would normally be for one-half or one whole day at a time.   12.3.6.4 For the purposes of staff benefits, contributions to the benefits schemes and salary increases, the employee is regarded as a continuing employee of the University (providing legislation so allows).   12.3.6.4.1 The Board shall pay its portion of employee benefits during the first two (2) weeks of leave.   12.3.6.4.2 When an employee has been granted leave longer than two (2) weeks, the employee shall be responsible for all contributions, including the Board’s share following the first two (2) weeks.   12.3.6.5 Employees in pursuit of a political office shall not carry out any political activities on University premises or with University equipment, nor shall other staff carry out political activities on University premises or with University equipment on their behalf or on the behalf of others.

A member will be granted leave of absence for up to five (5) days per year without loss of pay or benefits for family illness. Additional family illness leave may be granted by the University.

12.3.4.1 Entitlement A member will be granted a compassionate care leave of absence without pay for up to eight (8) weeks to care for a gravely ill family member. In order to be eligible for this leave, the member must provide a medical certificate as proof that the ill family member needs care or support and is at risk of dying within twenty-six (26) weeks. A member who is granted a compassionate care leave of absence to care for a gravely ill family member shall be entitled to the benefits as follows: (a) The member’s benefit coverage will continue for the duration of the compassionate care leave, to a maximum of eight (8) weeks, and the premium payment shall be on the same basis as if the member were not on leave. (b) Where a member elects to buy back pensionable service for part or all of the duration of the compassionate care leave, to a maximum of eight (8) weeks, the University will pay the University’s portion of the pension contributions in accordance with the Pension Plan regulations. (c) Compassionate care leave, up to a maximum of eight (8) weeks, shall be treated as continuous employment for the purposes of seniority accrual under this Agreement. (d) A member who returns to work following a leave granted under this provision shall be placed in the position the member held prior to the leave or in a comparable position. 12.3.4.1.1 The Parties agree to review Article 12.3.4.1 in the event that Federal Government program for compassionate leave is revised.

An employee will be entitled to five days leave with no loss of pay and benefits in the case of the death of a family member and upon notification to the University. The University may grant additional leave with pay.

An employee whose assigned work schedule would prevent her/him from attending meetings of a university committee to which s/he has been elected or appointed, will be granted a leave of absence from her/his regular duties without loss of pay or other entitlements to attend such meeting(s).   Where such leave is granted, the University will replace the employee as necessary. Costs arising from this provision will not be charged against the program area of the participating employee.

The University may grant a leave of absence with or without pay to an employee for any reason for up to twenty-four (24) consecutive months. Such leaves shall not be unreasonably denied. Where an application for general leave is denied, the applicant will be provided with a written explanation for the denial of the leave. 12.3.1.1 Applications for unpaid leave shall be made in writing and are subject to approval by the appropriate Vice-President. 12.3.1.2 For the purposes of benefits, contributions to benefit schemes, and salary increases, the employee is regarded as a continuing employee of the University (providing legislation so allows). 12.3.1.3 The employee is expected to return to the University upon completion of his/her leave for a period at least equal to that for which the leave was granted. 12.3.1.4 An employee on unpaid leave shall confirm in writing at least three (3) months prior to the expiration of the leave his/her agreement to resume his/her position upon the agreed date. Failure to comply shall constitute notice of resignation, and the Board may proceed to replace the employee. 12.3.1.5 When an employee believes that the activities he/she engaged in during unpaid leave would qualify for an increment, as stipulated in Article 11.5.3, he/she may apply to the President for an increment. 12.3.1.6 The Parties agree that unpaid leave will not be granted under Article 12.3.1 to any bargaining unit member leaving the University to take another position on a permanent basis.

The bargaining unit may purchase additional release time above that currently paid for by the University at replacement costs. Replacement cost is that for the individual who is carrying out the duties of the individual released. Such leaves will not be unreasonably withheld.

Should a member require additional time to care for a gravely ill family member, additional leaves may be granted beyond the eight (8) week period specified in Article 12.3.4.1 above. Such additional leave shall be pursuant to Article 12.3.1 General Leave.

12.3.8.1 The Deferred Salary Leave Plan is described in full detail in the Deferred Salary Leave Plan Policy, which forms an integral part of this Article. When there is a conflict between the provisions of the Policy and the Collective Agreement, the provisions of the former shall prevail. 12.3.8.2 The Deferred Salary Leave Plan is approved under the Canada Customs and Revenue Agency advance tax ruling and shall remain in full force and effect unless there is mutual agreement by the Parties to its cancellation. 12.3.8.3 Amendments to the Plan may be made by mutual agreement of the Parties; however, no change may be made which will prejudice the tax ruling currently in effect. 12.3.8.4 An employee is eligible for the Deferred Salary Leave Plan after being granted tenure or for those employees hired prior to April 1, 2006 after receiving his/her first continuing appointment. 12.3.8.5 A written application, by way of Schedule B of the Deferred Salary Leave Plan Policy, must be made to the President before January 31, of the fiscal year (defined as April 1 - March 31) preceding that in which deductions will commence. 12.3.8.6 When participation has been approved by the President, deductions may commence at the beginning of any month. 12.3.8.7 Deferred Salary Leave is subject to the following conditions: 12.3.8.7.1 Leave may be for a period of up to twelve (12) months. 12.3.8.7.2 For the purposes of benefits, contributions to benefit schemes, and salary increases, the employee is regarded as a continuing employee of the University (providing legislation so allows). 12.3.8.7.3 Participation in the University benefit plans shall be optional to the employee during the leave period. 12.3.8.7.4 All contributions, including the Board's share, shall be the employee's responsibility. Payment shall be by deduction from the participant's monthly salary payment. 12.3.8.7.5 Full pension credit will be given and full pension deductions made from gross salary during the salary deferral period. 12.3.8.7.6 Pension credit will NOT be earned, nor pension deductions made, during the leave period. 12.3.8.7.7 Upon approval by the Superannuation Commission, an employee may purchase pension credit for the leave period by paying both the employee's and employer's contributions to the plan. 12.3.8.7.8 Sick leave, vacation credits, and professional development entitlement will not be granted during the leave period. 12.3.8.7.9 The employee is expected to return to the University upon completion of his/her leave for a period of at least equal to that of the leave. 12.3.8.7.10 An employee on leave shall confirm in writing at least three (3) months prior to the expiration of the leave his/her agreement to resume his/her position upon the agreed date. Failure to comply shall constitute notice of resignation, and the Board may proceed to replace the employee. 12.3.8.7.11 When an employee believes that the activities he/she engaged in during leave would qualify for an increment, as stipulated in Article 11.5.3 of the Collective Agreement, he/she may apply to the President for an increment.

12.3.7.1 An employee is eligible for an exchange program after being granted tenure or for those employees hired prior to April 1, 2006 after receiving his/her first continuing appointment. The application is subject to the approval of the President.

12.3.7.2 The exchange program shall normally be for a University period.

12.3.7.3 The exchangee's salary shall be paid by Thompson Rivers University while he/she is on the program. His/her replacement's salary and benefits shall be paid by the replacement's institution.

12.3.7.4 Normally, the exchangee's staff benefits shall be maintained while on the exchange program, on the same cost-sharing basis as prior to his/her involvement in the program. If, however, this arrangement leads to difficulties, the salary arrangements mutually agreeable to the participants and acceptable to the University Board shall be made.

12.3.7.5 Where there are large inequities in cost of living between the location of the exchanging individual, the University and the employee may discuss whether further assistance is required to facilitate the exchange.

12.3.7.6 The exchangee is expected to return to the University for a period equal to that of the exchange.

12.3.7.7 The qualifications and suitability of the replacement must be satisfactory to the President.

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