| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 67.16 |
| Liaison | Mike Versteege |
| Submission Date | June 24, 2020 |
| Executive Letter | Download |
University of Alberta
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.98 / 3.00 |
Brendan
Woychuck Director, Compensation, Talent Acquisition and Workforce Planning Human Resource Services |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
Does the institution have employees of contractors that work on-site as part of regular and ongoing campus operations?:
Percentage of employees of contractors that work on-site as part of regular and ongoing campus operations that the institution has verified as receiving a living wage (benefits excluded) (0-100; enter ‘0’ if unknown):
The total compensation provided to the institution’s lowest paid regular (i.e., permanent) employee or pay grade meets or exceeds what percentage of the living wage?:
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade, including any in-kind benefits included as part of the total compensation figure :
The minimum pay grade for regular employees is $15.19/hour. With extended benefits included in the total compensation calculation, the lowest paid regular employee pay exceeds 113% of the living wage.
Extended benefits include: supplementary health care (including vision), dental insurance, basic group life insurance, long term disability, critical illness insurance, personal spending account, health spending account, Public Service Pension Plan, Employee & Family Assistance Program, occupational death & dismemberment insurance, employment insurance, Workers' Compensation Board insurance, Canada Pension Plan and special leaves.
Has the institution made a formal commitment to pay a living wage?:
A copy or brief description of the institution’s written policy stating its commitment to a living wage:
Has the institution made a formal commitment to provide a living wage to its student employees and/or graduate teaching/research assistants (e.g. by adopting a student bill-of-rights)?:
A brief description of the institution’s commitment to a student living wage:
GRADUATE STUDENT ASSISTANTSHIP COLLECTIVE AGREEMENT
https://www.ualberta.ca/graduate-students-association/collective-agreement/assistanshipt-collective-agreement
All graduate students and teaching assistants are covered under the Graduate Student Assistantship Collective Agreement which specify the minimum wage for these roles. The hourly minimum wage is well above the living wage and increases with seniority of the student.
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
NOTES:
As there is no central way to track the employees of contractors that work on-site this percentage has been entered as 0.
ADDITIONAL RESPONSIBLE PARTIES:
Kazim Hussain
Senior Consultant, Job Design and Evaluation
Human Resource Services
Fatima Mirza
Director, HR Business Services
Human Resource Services
NOTES:
As there is no central way to track the employees of contractors that work on-site this percentage has been entered as 0.
ADDITIONAL RESPONSIBLE PARTIES:
Kazim Hussain
Senior Consultant, Job Design and Evaluation
Human Resource Services
Fatima Mirza
Director, HR Business Services
Human Resource Services
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.