HÂþ»­

Today, the negotiating teams for the HÂþ»­ Board of Governors and the Nova Scotia Government and General Employees Union Local 77 met with a government-appointed conciliator in an attempt to come to agreement on some of the outstanding issues at the bargaining table.

We are disappointed to share the news that conciliation was unsuccessful. The University presented a final offer, which the NSGEU does not endorse, but has agreed to present to its members for a vote, likely next week. Below is a Summary of Offer that outlines the University's Proposal.

We remain confident that this will be resolved without labour disruption.

For the latest information, please continue to visit the Labour Relations website.

SUMMARY OF OFFER

Monetary Adjustment - The University is proposing a two-year agreement with cost-of-living adjustments in each year as outlined in the following table. These are the same adjustments agreed to with the DFA.

The University is also proposing an increase to the NSGEU 77 Health Spending Account to $1000.

Pension Reform – CPP Enhancement Integration

The University is seeking agreement from NSGEU for the same pension reform measures agreed to with DFA during recent negotiations. This includes a proposed letter of understanding establishing a process to integrate the into the Dal pension plan. Any cost savings will be shared between the Board and active Plan members.

The Pension Advisory Committee will be tasked with finalizing an accrual formula that is easy to administer/communicate and that reflects integration of the CPP enhancement.

Pension Reform – Review of Cessation of Transfers

The University is seeking NSGEU’s participation in a process agreed to with DFA to investigate what the impacts of cessation of transfers on the Dal Pension Plan. This will involve commissioning an independent report through the Pension Advisory Committee to examine the indexing of pensions under the Pension Plan, the costs of indexing, and the potential impacts of cessation of transfers on current and future retirees, as well as any steps that can be taken to mitigate these impacts.

Job Evaluation Review

One of NSGEU’s priorities was a review followed by changes to HÂþ»­â€™s job evaluation system. In recognition of the importance of this issue to employees, the University has proposed a process to complete a comprehensive review of the job evaluation process which will include active participation by employees as well as the support of an external consultant.

Bi-weekly pay

Another NSGEU priority was to transition to a bi-weekly pay frequency. This is a complex issue and requires careful consideration of the impacts and requirements of such a transition. The University has agreed to complete a full investigation of the impacts of transitioning to a bi-weekly pay, with an intention to implement this change provided no unforeseen barriers are identified.

Career development

The offer also includes a number of adjustments that will provide additional career development opportunities to NSGEU 77 members that serve the mutual interests of the parties.