| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 59.07 |
| Liaison | Matt Wolsfeld |
| Submission Date | March 5, 2020 |
| Executive Letter | Download |
University of Saskatchewan
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.15 / 3.00 |
Erin
Akins Sustainability Coordinator Office of Sustainability |
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 :
Minimum hourly: $15.56
Maximum: $18.67
35 hours per week: $2,359.93-2,831.62/month
38 hours per week: $2,562.21 – 3,074.33/month
Regular increments: 2%
Market adjustments as appropriate
Benefit Plans: Group Life Insurance Plan, Extended Health Care Plan,
Dental Plan, Flexible Spending Program, Short-Term Disability Plan,
University Pension Plan
Other rights defined by collective agreement: severance pay in case of
termination, compassionate care and special leave absence, tuition
waiver for credit course, 52 week maternity/adoption/paternal leave.
The Employer agrees that it will not reduce pay or benefits or layoff
any employees (during the usual period of active employment) or
permanent employees in order to contract out the duties normally
performed by members of the bargaining unit;
During the first five (5) years of service, an employee accumulates
fifteen (15) days vacation for every year of service. At the end of five
(5) years of service the rate is twenty (20) days per year. At the end of
seventeen (17) years of service, the rate is twenty-five (25) days per year. At the end of twenty-three (23) years of service the rate is thirty (30) days per year.
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 employees are represented as a bargaining unit by the Public Service Alliance of Canada (PSAC). All registered graduate students employed by the University as teaching assistants, teaching fellows, student assistants and research assistants are included in the bargaining unit. Effective September 1, 2018 minimum wage for PSAC members is $20.04/hr.
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:
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.