Capilano University and CFA ratify agreement

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Tag(s): News & Announcements

After approximately 11 months of bargaining, Capilano University’s Board of Governors and the members of the Capilano Faculty Association (CFA) have ratified a collective agreement under the Province’s Shared Recovery Mandate. As a final step in the process, the Post Secondary Employers’ Association (PSEA) also ratified the agreement on January 8, 2024.

The agreement covers faculty members at the University. Highlights include:

  • A three-year term from April 1, 2022, to March 31, 2025, with salary increases as follows: 
    • Effective April 1, 2022, shall be increased by a flat amount of $455 for annual salaries plus 3.24%
    • Effective April 1, 2023, shall be increased by 6.75%
    • Effective April 1, 2024, shall be increased by a minimum of 2%, with a potential cost of living adjustment to a maximum 3%
  • Transitioning the academic year from August 1 – July 31 to September 1- August 31, beginning in 2024. To support Regular faculty with this transition, the University will provide one month of professional development for August 2024.
  • Enhanced compensation for non-regular employees by adjusting step and scale placement, including:
    • An initial appointment for non-regular employees at a minimum of step 10 
    • Moving all current non-regular employees at step 11 to step 10
    • Increasing the non-regular employee scale placement cap from step 5 to step 4
    • Reducing the number of sections required for non-regular scale placement from completion of 12 sections to eight sections
  • Enhanced benefits entitlement, including among other things:
    • Adding a nutritionist category to paramedical services
    • Increasing clinical psychologist services to $1,500
    • Allocating $250 annually to eligible employee’s Health Care Spending Accounts, in addition to two one-time allocations totaling $500
    • Introducing a non-regular benefits fund available to employees without benefit coverage
  • Increasing Private Music Instructor’s hourly rate, in addition to the general wage increase above, and reducing the number of associated instructional hours from 100 to 88 for a one-section equivalency (effective January 1, 2024).
  • Replaced multi-location and multi-site language with Letter of Agreement language in place since the 2014-2019 agreement, with some changes, including increasing multi-location stipend from $60 to $100.
  • Expanding selection criteria to include the candidate’s contribution to diversification.
  • Including directors and associate vice-president as “appropriate dean” according to the terms of a November 22, 2022, grievance settlement.
  • A new Letter of Agreement (LOA) reallocating Service Improvement Allocation funding negotiated in the last round of bargaining to increase:
    • Opportunities for community-based projects and faculty-initiated research
    • Opportunities for enrolment in the Certificate for Teaching and Learning through the Centre for Teaching Excellence
  • A new LOA which incorporates language for enhancing equity, diversity and inclusion (EDI) representation on search committees (Articles and and the dispute resolution committee (Article  
  • A new LOA establishing a joint committee tasked with producing recommendations for vacation practices at the University. The agreement also included various housekeeping changes to enhance accessibility and readability, among other aims.

This agreement advances Capilano's goals, vision and values by supporting faculty health and well-being, enhancing the employee experience and cultivating a distinct university experience for students and employees.

Submitted by: Communications