Processes to Support Retirement. 1.01 Part 8: Agreement on Reduced Appointments remains unchanged, except as modified by this Letter of Understanding.
Processes to Support Retirement. The University will supplement current retirement counseling options to provide a more holistic approach to retirement considerations. For the University: For AAPS:
Processes to Support Retirement. The University will supplement current retirement counseling options to provide a more holistic approach to retirement considerations. LETTER OF AGREEMENT #3 - RE: PROFESSIONAL DEVELOPMENT The University and AAPS recognize the value of professional development for management and professional (M&P) staff. The University has established a funded program designed to support professional development (PD) for its M&P staff. The total amount funding available for this purpose is $760,000 per fiscal year. The fund will increase by the following amounts on a cumulative basis such that the fund will total $2,000,000 at July 1, 2021. July 1, 2020 $500,000 July 1, 2021 $740,000 The University will administer this fund. The parties agree that the program will be cost neutral to the University and that the cost of administering the fund will be borne by the fund (based on 10% of the total fund). Employees will be eligible to participate up to a maximum of $550.00. The University reserves the right to set the maximum, however the University will consult with AAPS prior to any changes. The University will prepare an annual report on the M&P PD Fund by June 30th for the previous fiscal year for its purpose of assessing the fund guidelines and for greater transparency. The report will include information regarding the financial status of the fund, the number of employees who accessed the fund and purposes for which the fund has been used by M&P staff. LETTER OF AGREEMENT #4 - RE: SEARCH FOR Alternatives Further to Article 9.1.4 the University commits to providing greater assistance to regular employees whose employment has been terminated by creating a Career Transition Consultant position for the period of two years. On a trial basis, this position is intended to enhance the work performed by the Human Resources Advisors by coaching staff in transition and referring them to appropriate resources as they explore their developmental and career options within or beyond the University. The Career Transition Consultant will give priority to employees who are in transition. As this is a pilot position, the University’s obligations set out in
Processes to Support Retirement. The University will supplement current retirement counseling options to provide a more holistic approach to retirement considerations. For the University: For AAPS: “ Xxxxx Xxxxx” “ Xxxxxxx Xxxxxx” Date: July 14, 2014 LETTER OF AGREEMENT #3 - Re: Professional Development The University and AAPS recognize the value of professional development for management and professional (M&P) staff. The University has established a funded program designed to support professional development (PD) for its M&P staff. The total amount funding available for this purpose is $480,000 per fiscal year. The fund will increase by the following amounts on a cumulative basis such that the fund will total $760,000 at July 1, 2018. July 1, 2015 $70,000 July 1, 2016 $70,000 July 1, 2017 $70,000 July 1, 2018 $70,000 The University will administer this fund. The parties agree that the program will be cost neutral to the University and that the cost of administering the fund will be borne by the fund (based on 10% of the total fund). Employees will be eligible to participate up to a maximum of $550.00. The University reserves the right to set the maximum, however the University will consult with AAPS prior to any changes. The University will prepare an annual report on the M&P PD Fund by June 30th for the previous fiscal year for its purpose of assessing the fund guidelines and for greater transparency. The report will include information regarding the financial status of the fund, the number of employees who accessed the fund and purposes for which the fund has been used by M&P staff. For the University: For AAPS: “ Xxxxx Xxxxx” “ Xxxxxxx Xxxxxx” Date: October 25, 2014 LETTER OF AGREEMENT #4 - Re: Search for Alternatives
Processes to Support Retirement. 4.01 UBC Policy 49, “Reduced Workload/Responsibility Appointment – Non-Academic Staff”, remains an option available to staff. For those working beyond their Normal Retirement Date, and reducing their workload under Policy 49, applicable paragraphs under article 2.0 above supersede terms related to Benefits in Policy 49 (“Benefits”).
Processes to Support Retirement. The University will supplement current retirement counseling options to provide a more holistic approach to retirement considerations. FOR THE UNIVERSITY Xxxxx XxXxxxxx Date Director, HR Advisory Services FOR AAPS Xxxxx Xxxxxx Date
