Effective July 1, 2011. Service Increment (Step 6) A part-time employee who has satisfactorily completed thirty (30) semesters of work as a part-time employee with Mount Royal University, counting from September 1, 1999, shall be moved to Step 6 of the salary schedule for part-time employees. A semester of work is the Fall, Winter, or Spring/Summer Semester (maximum of three (3) per year).
Effective July 1, 2011. (a) A scale increase of 1.5% will be applied to the maxima and minima salaries and to each salary referenced at each step on the current salary grid.
Effective July 1, 2011 each returning employee shall be graated an increase of 2% per hour.
Effective July 1, 2011. June 30, 2012, the salaries for each member of the unit shall be increased by $1476. Effective July 1, 2012 - June 30, 2013, the salaries for each member of the unit shall be increased by 3.00%.
Effective July 1, 2011 the base salary chart shall be increased by three percent (3%).
Effective July 1, 2011. The College shall provide Short-Term Disability benefit at the rate of 60% of the weekly salary up to a maximum of $500 per week beginning with the 15th calendar day of illness or after expiration of the employee's sick days, whichever occurs last. So long as the employee is ill, benefits will continue until the employee meets the time requirements for Long- Term Disability.
Effective July 1, 2011. The Board will provide health insurance for each teacher who works at least half-time on a prorated basis (teachers who are currently employed and receiving the full benefit will continue to receive the full benefit) through Harvard Pilgrim. Eligible employees may select the Harvard Pilgrim program that best meets their needs. The Board will pay 80% of the premium cost of the $500.00 Deductable HMO Low $15 Co-pay Rx $0-$30-$50 Plan. The employee will be responsible for the remainder of the premium cost. The District will continue to offer a Point of Service and Indemnity Plan. If an employee chooses the POS or Indemnity Plan, they will be responsible for any cost above the District’s share of the $500.00 Deductable HMO Low $15 Co-pay Rx $0-$30-$50 Plan. The plans will include a prescription drug plan of $0-$30-$50. The District shall provide an Internal Revenue Code Section 125 Plan for medical expenses effective July 1, 2011. Under the Section 125 Medical Reimbursement Account (MRA), the District will provide reimbursement according to the schedule below for eligible Flexible Spending Account (FSA) expenses to all eligible individual employees and the employee’s eligible dependents, for the HMO Plan only. The District reserves the right to contract with a third-party administrator for the processing and reimbursement of these allowed expenses. Employee Only: up to $500 per contract year Employee plus one: up to $1,000 per contract year Employee plus two or more: up to $1,500 per contract year In addition, the Board will create a $9,000 deductable insurance pool for the purpose of reimbursing any unit member, and/or their eligible dependent, who experiences more than one (1) deductable in a collective bargaining year. Such reimbursement will require documentation of the additional $500 deductable and will be made on a prorated basis should all $9,000 be used (administered as per the attached Appendix I).
Effective July 1, 2011
