Skip to primary navigation.
Skip to secondary navigation.
Skip to page content.


Return to top of page.
Skip to secondary navigation.
Skip to page content.
Return to top of page.
Return to primary navigation.
Skip to secondary navigation.

Faculty Association

Faculty association

The Faculty Association represents all librarians and faculty working at the University of Victoria. This group includes approximately 900 employees (840 FTEs).

The university has established a website to answer some of the key questions that have arisen in our community around representation for faculty and librarians.

To read more about this association you can visit their site:

Update #5

Nov. 28, 2013 11:30 a.m.

Faculty, librarian pay increases start Dec. 13

The payment schedule for the recently announced Interest Arbitration Award has now been confirmed. Arbitrator Colin Taylor released his decision on Nov. 20 in the arbitration between the University of Victoria and the UVic Faculty Association. The award covers the period July 1, 2012–June 30, 2014.

The university is working very hard to have these adjustments made as soon as possible while also ensuring that the calculations for the complex award are accurate.

For each year, Mr. Taylor awarded faculty members and librarians a 2 per cent salary increase as well as a lump sum payment of $1,000. The lump sum payment is payable to all faculty members and librarians based on their appointment as of July 1, 2012 and July 1, 2013. In addition, one component of the formula for the calculation of study leave salary has been replaced from $45,740 to $50,000. This will impact all faculty members and librarians who have been on study leave at any point since July 1, 2012.

There are four payment adjustments as a result of the arbitration decision:

  • the remaining 2 per cent adjustment to salary for the rest of 2013-14;
  • the payment of the $1,000 lump sum in each of 2012 and 2013;
  • retroactive pay (2 per cent increase as of July 1, 2012 and a further 2 per cent increase as of July 1, 2013);
  • adjustments to study leave payments.

The complexity of calculations includes, for example, ensuring that we have taken into consideration salary floors as required in the Framework Agreement, so it is necessary for the purposes of calculation to first reverse prior merit (MI) and career progress (CPI) adjustments for 2012 and 2013 prior to calculating salary floors.

In order to complete the volume of adjustments, and make payments to our faculty members and librarians as soon as possible, we have pulled resources from other areas to assist. At this time of year the Payroll and Accounting office is already extremely busy due to year-end, tax and T4 calculations along with condensed payroll runs due to the holiday closure.

Payroll dates for the adjustments will be as follows:

  1. Dec. 13, 2013:
    all active faculty members and librarians will receive their new 2013 base salary plus the $1,000 lump sum payments for both 2012 and 2013. The new salary notices for both years will also be distributed.
  2. Jan. 15, 2014:
    all active faculty members and librarians will receive all retroactive salary for July 1, 2012 to Nov. 30, 2013.
  3. Jan. 31, 2014:
    all active faculty members and librarians who were on study leave during the period of July 1, 2012 to Jan. 31, 2014. Will receive all retroactive salary given the new calculation formula for study leaves. Also all members on leave between Feb. 1, 2014 and June 30, 2014 will have their salary adjusted to reflect the new formula.
  4. Feb. 15, 2014:
    all retired, resigned or the estates of deceased faculty members and librarians will receive any retroactive monies owed.

Questions or concerns regarding the award or its implementation can be directed to Pamela Nielsen, director faculty relations at 250-721-7010 or .

Update #4

Nov. 20, 2013 11:30 p.m.

Faculty Association arbitration award released

Arbitrator Colin Taylor released his decision late afternoon Nov. 20 in the arbitration between the University of Victoria and the UVic Faculty Association. The award covers the period July 1, 2012–June 30, 2014. For each year, Taylor awarded faculty members and librarians at the university a 2 per cent salary increase as well as a lump sum payment of $1,000. One component of the formula for the calculation of study leave salary has also been changed from $45,740 to $50,000.

The arbitration hearings at which both the university and association made submissions to Taylor were held in late September.

Taylor's decision and reasons are available here, while background on the process can be found in updates #1–3 on this website.

Watch this site for additional information on the award as it becomes available.

Update #3

Sept. 27 1:15 p.m.

Faculty arbitration concludes- decision awaited

The arbitration hearing for faculty and librarian salaries and benefits was held from Sept. 24-27 in front of arbitrator Colin Taylor.

Mr. Taylor heard evidence and submissions from the university and faculty association based on the factors outlined in the UVic Faculty Association/University of Victoria Framework Agreement, and reflected in the Letter of Understanding governing the process. These factors are the university's ability to pay, faculty and librarian salary levels at other universities, the level of settlements for other employee groups at UVic (all of which settled within the government's mandate of 2 per cent), and the university's ability to attract and retain qualified faculty and librarians.  The university also urged the arbitrator to take into account the provincial government's 2012 cooperative gains mandate as a required factor.

The university acknowledged the important role of its faculty members and librarians in building the university's reputation for excellence. There is no question about the calibre of their achievements about which the university is justifiably proud. The university also acknowledged that the salaries of faculty here are lower than most comparator universities, a product of two decades of government-mandated public sector wage restraint in BC. The university offered faculty a general wage increase and other compensation totaling 2 per cent in each of two years. 

The faculty association proposed a general wage increase of 2 per cent plus a flat lift of $1,750 in each of the two years (which on average would be equivalent to an additional 1.5 per cent salary increase in each year) and benefit enhancements. The university estimated that the faculty association proposal would amount to a more than 8 per cent cumulative increase in salaries and benefits over the two years of the contract.

Mr. Taylor now has up to 30 working days from the end of the hearings to issue a binding award covering the period July 1, 2012 to June 30, 2014.

The university began negotiations with the faculty association in the spring of 2012 on a contract for July 1, 2012 to June 30, 2014. The provincial government’s 2012 cooperative gains mandate, which applies to this two-year period, provided for maximum salary settlements of 2 per cent in each of the years, to be funded by savings from university operations.

The university’s salary offer in negotiations was within the government mandate but was rejected by the faculty association. Subsequent mediation resulted in a recommendation by the mediator for a 2 per cent across-the-board increase in each of the two years.  This recommendation was accepted by the university, but not by the faculty association. The matter then proceeded to binding arbitration as provided under the Framework Agreement.

In addition to whatever salary and benefit award is made by the arbitrator, faculty and librarians will continue to be eligible for and to receive salary increments each year which equate to an average 2 per cent annual increase in their salaries over and above any general wage increases.  Over the past decade, faculty salaries have on average increased by approximately 40 per cent.

Non-monetary issues are not part of the arbitration. Last spring, the two parties successfully negotiated and ratified changes to improve and clarify the reappointment, tenure, and promotion processes for faculty.  They were unable to agree on further amendments to the Framework Agreement proposed by each party.  A new set of negotiations around non-monetary matters are scheduled to begin in the spring of 2014.

Update #2

Sept. 24, 2013 6:00 pm.

Faculty arbitration begins

An arbitration hearing for faculty and librarian salaries and benefits began on Sept. 24. The matter is scheduled for four days with arbitrator Colin Taylor.

The university began negotiations with the faculty association in the spring of 2012 on a contract which would run from July 1, 2012 to June 30, 2014. The provincial government’s 2012 cooperative gains mandate, which applies to this two-year period, provided for maximum salary settlements of 2 per cent in each of two years, funded by savings from within the university.

The university’s salary offer was within the government mandate but was rejected by the faculty association. Subsequent mediation resulted in a recommendation by the mediator for a 2 per cent across-the-board increase in each of the two years.  This recommendation was accepted by the university but not by the faculty association. The matter then proceeded to binding arbitration as provided for under the UVic Faculty Association/University of Victoria Framework Agreement.

Mr. Taylor will hear submissions from the parties based on the factors outlined in the Framework Agreement:  the university's ability to pay, faculty and librarian salary levels at other universities, the level of settlements for other employee groups at UVic (all of which settled within the government's mandate of 2 per cent), and the university's ability to attract and retain qualified faculty and librarians.

When the hearing concludes he will have 30 working days in which to make a binding award covering the period July 1, 2012 to June 30, 2014.

In addition to whatever salary and benefit award is made by the arbitrator, faculty and librarians will continue to be eligible for and to receive salary increments each year which equate to an average 2 per cent annual increase in their annual salary over and above any general wage increases.

Non-monetary issues are not part of this arbitration. Last spring, the two parties successfully negotiated and ratified changes to improve and clarify the reappointment, tenure, and promotion processes for faculty.  They were unable to agree on further amendments to the Framework Agreement proposed by each party.  Negotiations of non-monetary matters is scheduled to begin in the spring of 2014.

Update #1

Update Jan. 18, 2013, 5 p.m.

Despite progress on non-monetary issues made during mediation, including improvements regarding tenure, the university and Faculty Association have been unable to reach a final settlement. As a result, the Framework Agreement for faculty and librarians will be renewed for two years and outstanding monetary issues will be resolved at arbitration. This process follows mutually agreed-upon negotiation procedures.

In October 2012, the university and the Faculty Association spent a week in mediation to discuss outstanding monetary and non-monetary issues and to negotiate associated changes to the wording of the Framework Agreement. In the university’s view, the mediation resulted in substantial progress, including agreements about important language changes to the Framework Agreement which will now be implemented. These included changes to the tenure and promotion provisions that, coupled with changes that were agreed to during negotiations, will streamline and clarify the tenure and promotion process. The changes will also improve the overall transparency of the university's tenure and promotion decisions.

In December 2012, the mediator issued his recommendations for settlement, which as written were, and continue to be, acceptable to the university. They included:

  • across-the-board wage increases in each year of a two-year agreement
  • an increase in the value of both merit and career progress increments, and,
  • a change to the merit distribution rules.

However, the recommendations did not lead to a settlement. Accordingly, the parties attended a final day of mediation Jan. 15 as provided under the established process.

At this mediation, the association raised five non-monetary issues and made a monetary demand significantly above what the university had offered at the October mediation and was based on the university's ability to pay. The university told the mediator that it was open and receptive to discussing the non-monetary issues raised by the association but not the association's monetary demand. In fact, the university developed proposals responding to four of the association's five non-monetary issues. However, although the association had raised these issues, it chose not to engage in any discussion of the issues with the university and it did not ask to see the university's proposals.

Instead, the association presented a "take it or leave it" package to the university which included a demand that the university spend an additional $3.9 million on career progress increments during the two years of the proposed salary settlement. This would be an ongoing cost of $2.6M annually thereafter. This amount is well outside of the university's ability to pay and so the university declined the offer.

Return to top of page.
Return to primary navigation.
Skip to page content.
Return to top of page.
Return to primary navigation.
Return to secondary navigation.
Return to page content.