|Submission Date||Oct. 6, 2014|
PA-9: Employee Compensation
Number of employees:
Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
Does the institution have employees of contractors working on-site as part of regular and ongoing campus operations?:
Number of employees of contractors working on campus:
Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
A brief description of the sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements covering staff, faculty and/or employees of contractors:
Western offers an enriching, supportive and diverse work environment with thirteen different employee groups. Those who choose to work at Western will find competitive compensation and depending on one’s employee group, a benefit package that may include:
• A comprehensive Extended Health & and Dental Plan
• A generous pension plan where each employee chooses how to invest their funds
• Life and accident insurance for you and your family
• Out-of-country travel insurance
• A computer purchase plan
• A discount on membership to the Western Student Recreation Centre
• Pregnancy and parental leave, including a top-up to Employment Insurance benefits
• A generous educational assistance plan for staff members to help cover costs of courses
• Dependents’ tuition scholarship plan - to help pay Western tuition for your children
• An allowance to pay for professional expenses such as conferences, software etc.
• A health care spending account to offset additional health care costs
Employee groups are paid in accordance with provincial labour laws and adhere to collective bargaining agreements. These collective bargaining agreements can be found here: http://uwo.ca/hr/working/groups_agreements.html.
Salary bands are created for each employee group by the Human Resources team. These are created using market comparisons of other positions in the community, or at similar institutions.
Western University requested that AASHE Staff correct a mistake in this reporting field for the reason specified below.Previous Value: Western belongs to the AOUHRP (Association of Ontario Universities Human Resource Professionals) and as part of this association Western participates in an annual salary survey.
Explanation: as per Monika's change request. Added information to include reference to collective bargaining agreements.
Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Number of staff and faculty that receive sustainable compensation:
Number of employees of contractors that receive sustainable compensation:
A brief description of the standard(s) against which compensation was assessed:
Western benchmarks itself against its peers – other universities and to community employers of similar size and complexities (hospitals, insurance companies). In addition, they receive information from the Ministry of Labour regarding pay levels for negotiated settlements.
Though the campus bookstore is owned by Western, it does have a Code of Conduct for Trademark Licensees doing business with The University of Western Ontario Bookstore, which can be found here:http://www.uwo.ca/univsec/pdf/policies_procedures/section1/bookstore.pdf
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
Regular, full-time employees – covered by collective agreement or memorandum of understanding; all have access to employer paid health, dental, vision, hospital care, life insurance, sick leave, disability insurance, pension, maternity/parental leave earnings top up, educational support and/or professional support, safety equipment, recognition awards.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
Regular, part-time employees – covered under individual employment contracts, at equivalent rates of pay as a regular full time employee, meets minimum legislative standards including vacation pay or time and eligibility for pension plan after meeting service and earnings threshold. Some contracts include health, dental, vision and hospital coverage, and life insurance.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
Temporary (non-regular) staff - covered under individual employment contracts, at equivalent rates of pay as a regular full time employee, meets minimum legislative standards including vacation pay or time, eligibility for pension plan after meeting service and earnings threshold. Some qualify as TERM members of the staff association and have compensation and benefits as outlined in the collective agreement for the duration of their employment. Other unionized employees receive 4% or equivalent in lieu of group benefits.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
Temporary (non-regular, adjunct or contingent) faculty - covered under individual employment contracts, at course rates specified in the faculty collective agreement, meets minimum legislative standards including vacation pay, eligibility for pension plan after meeting service and earnings threshold. Part time faculty receive 4% in lieu of benefits. Lowest paid in this category is Adjunct faculty at Western typically receive no compensation.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
Graduate students who are teaching assistants are unionized and compensated, including additional funding of health and dental benefits, pursuant to the collective agreement. Undergraduate students are compensated according to the work study program (a financial aid program which assists the student in financing their education while working) or in accordance with the attached guidelines.
The local legal minimum hourly wage for regular employees:
Does the institution have an on-site child care facility, partner with a local facility, and/or provide subsidies or financial support to help meet the child care needs of faculty and staff?:
Does the institution offer a socially responsible investment option for retirement plans?:
The website URL where information about the institution’s sustainable compensation policies and practices is available:
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 and complete the Data Inquiry Form.