ࡱ> '` L-bjbj{P{P iR::$}$!!!P!4&"\P"":"""###jPlPlPlPlPlPlP$Rh1UrP%##%%P""P(((%""jP(%jP((LlO"" )ǟ!&M*VPP0PMU'UTOUO#'$^($L$###PP(j###P%%%%!!P  Trustholder Extraordinary Expenses Fund (TEEF) ___________________________________________________________________________ Table of Contents Page # Claim for Support 2 Background Basis for Claim Policy and Procedures 3 Preamble Fund Eligibility for Support From the Fund Assessment of Premiums Fund Management Application for Support Assessment of Application Resolution of Disputes Appendix 1: Collective Agreement Part B: General Support Trust Employees 7 Revised March 1, 2010 Trustholder Extraordinary Expenses Fund (TEEF) Claim For Support __________________________________________________________________________ Background: In 1999, General Support Trust Employees were recognized as employees of the ϲ with the Non-Academic Staff Association (NASA) as their bargaining agent. A Collective Agreement (Part B Appendix 1, attached) was signed and with this agreement, certain benefits provisions became mandatory. Because these benefits could cause a burden for individual trustholders, a benefits insurance plan, the Trustholder Extraordinary Expenses Fund (TEEF) was established. In specified circumstances, presented below, trustholders may make claims against this Fund. The funds for TEEF are derived from a benefits insurance premium paid by trust account holders who are supporting, from those trust accounts, employees covered by the Collective Agreement Part B. Further details appear in Policy and Procedures (Page 4). Administration of TEEF will reside with the Vice-Provost and AVP (Human Resources). Matters of policy for the program will reside with the Office of the Vice-President (Research). Basis for Claim: Employees paid from trust accounts are eligible to receive financial support from TEEF in the following circumstances (please refer to Policy and Procedures [Page 4] and Appendix 1 for further details): Payment in lieu of Notice Usually for cases such as unexpected termination due to trust funding not being renewed or unexpected termination due to a decrease of the trust funding award where i) as much formal notice as possible has been given and ii) no other University jobs are available. General Illness or Sick Leave prior to Maternity start For the support of ill employees who have at least 12 months of prior continuous employment. The fund would support absences for General Illness Leave of greater than 30 days up to 130 days, after which the terms and conditions of the Long Term Disability plan will apply. Maternity-Top Up Top up Benefit period for which the employee is eligible for EI benefits and submits medical evidence specifying the portion of her leave attributable to the health related absence(normally 8 or 10 weeks). Trustholder Extraordinary Expenses Fund (TEEF) Policy and Procedures Preamble In 1999, General Support Trust Employees were recognized as employees of the ϲ with the Non-Academic Staff Association (NASA) as their bargaining agent. A Collective Agreement, Part B Appendix 1, attached) was signed and with this agreement, certain benefits provisions became applicable. Because the potential financial implications of the Agreement could cause a burden for individual trustholders, a benefits insurance plan, the Trustholder Extraordinary Expenses Fund (TEEF) was established. In specified circumstances, presented below, trustholders may make claims against this Fund. Hence TEEF will be used to allay costs to Trustholders arising from unforeseen circumstances that involve commitments to employees under the terms of the Part B Agreement (see Appendix 1). Fund The fund is financed by an allocation of a percentage of the salary of those employees covered by the Part B Agreement providing they have been paid from a trust source(s) for 12 months or more. The amount of this percentage has been set by the Fund Advisory Committee (FAC) described below. Since September 1, 2000 this percentage has remained at 1.0 % and is reviewed annually. Eligibility for Support from the Fund Payment will not be made from this fund when an employee has been improperly terminated, nor for related grievance/arbitration cases or lawsuits. The following situations normally will be considered for payments from this fund. 1. Payment in lieu of Notice Payment in lieu of notice may be eligible for support from this fund if the following conditions are met: The layoff is the result of the grant or contract funding either not being renewed or being significantly decreased under conditions that could not reasonably be anticipated by the Trustholder. The Trustholder has given the employee as much formal notice of layoff as possible. The Trustholder has consulted with Employee Relations, Support Staff Human Resources concerning the layoff, and has determined that no alternative employment can be obtained at the University for the employee. If an employee has accrued layoff benefits while previously employed by one or more other Trustholders, the current Trustholder may apply to the fund for assistance to cover the previously accrued benefits. 2. General Illness or Sick Leave prior to Maternity start An employee who has been appointed or continuously employed for greater than 12 months is eligible for sick leave (General Illness) of 130 days per year after completion of 12 months of employment. If an employee is continuously on sick leave the Trustholder may apply to the fund for reimbursement for the employee's salary commencing the 31st day, up to the date that the employee; returns to work commences Maternity Leave or becomes eligible (after 130 workdays) for Long Term Disability coverage. Applications under this situation shall be documented as described in the Illness and Proof of Illness article of the Part B Agreement. Maternity-Top Up Under the Collective Agreement, it is required that an employee be provided with 100% of gross earnings during the illness related portion of a maternity leave provided: she is receiving Employment Insurance maternity benefits, she has sufficient illness entitlement in accordance with clause 9.07, and the employee provides medical evidence from her physician specifying the portion of her maternity leave attributable for an any health related absence, and evidence of payment of Employment Insurance (cheque stub) is presented to Human Resources Assessment of Premiums ( The premium will be collected as a percentage of the employees salary. At a 1 % rate, for an annual salary of $30,000, this means $300/year or $25/month. Fund Management ( The fund will be accounted for in conjunction with practices established for other benefit plans. The Benefits Accountant in Financial Services will be responsible for preparing financial and management information. The Vice Provost and AVP (Human Resources) is designated as the account holder. ( There will be a Fund Advisory Committee (FAC) composed of one representative of each of the Vice-President (Academic) and Provost and the Vice-President (Research) and two Trustholders selected by the Vice-President (Research). ( The FAC will establish general guidelines for allocations from this fund. Human Resource Services will assess the applications. The Office of the Vice-President (Research) will verify the reconciliation of the financial records and TEEF transactions periodically and provide a summary to the FAC, annually. ( The FAC will be advised of all allocations from the fund, and will be responsible for preparing an annual financial status report for the fund. Each year, the FAC will recommend the percentage of salaries that is to be used to maintain the fund, and provide this information and any other recommendations to the Vice-President (Research). The percentage of salary and a summary financial status report will be made available to all Trustholders. Application for Support ( Application for support from this fund is made to Pension & Benefit Advisory Services, Human Resources, 2-60 University Terrace. ( The application should fully describe the reason for the funding request with any supporting documentation relating to the circumstance. (e.g. financial status of grants held, layoff notices, medical leave documentation ,etc.) Assessment of Application The Human Resource Services (HRS) designee will make the assessment, and has the power to approve funding in instances where the application clearly falls within the prescribed areas of support. Otherwise, the HRS designee will call upon the FAC to assess the application and determine the appropriate course of action. Trustholder and contact individual will be notified once the payment is approved and the Journal Number where the credit to the speed code can be viewed in eTRAC. Resolution of Disputes Where a Trustholder disagrees with the decision of HRS the reasons may be submitted in writing to the fund manager for review by the FAC. If the Trustholder disagrees with the final decision of the FAC, the case will be referred to the Vice-President (Research), whose decision shall be final. Trustholder Extraordinary Expenses Fund (TEEF) Appendix 1 Attachment: Appendix 1 comprises the Collective Agreement, Part B: General Support Trust Employees between the Governors of the ϲ and the Non-Academic Staff Association (NASA).     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