The standard work week is thirty-five (35) hours; however, actual work schedules may vary according to business needs, service requirements, individual priorities, and responsibilities. The University recognizes that the contributions of MaPS may take the form of hours worked outside the standard work week. This contribution is recognized in the greater flexibility of working conditions afforded to MaPS, including an entitlement to Personal Leave Days.

MaPS that have concerns regarding their hours of work should speak with their manager.

MaPS are not eligible for a sabbatical per se; however, the University does recognize that there may be a need, on occasion, to take unpaid time or leave of absence.

MaPS may be granted a General Leave of Absence as described in the MaPS Terms and Conditions of Employment. Approval of a General Leave of Absence is at the discretion of the individual’s manager and contingent upon operational requirements. Additionally, Regular and Fixed Term MaPS that have completed their probationary period may apply for the Voluntary Flex Leave Plan.

MaPS may apply for a flexible work arrangement that includes flexible work hours, voluntary flex leave, and other options. Approval of a flexible work arrangement must be operationally feasible and is at the discretion of the individual’s manager.

Please visit Human Resources' Flexible Work Arrangement Program for more information.

All salary decisions for MaPS are governed by Human Resources' Salary Management Guidelines and compensation directives from the Government of Alberta. There is currently no provision for automatic cost of living adjustments within these guidelines and directives.

MaPS are permitted to engage in remunerative work or volunteer activities outside of their employment with the University provided it does not interfere with the duties and responsibilities of their role, give rise to a Conflict of Interest (as defined in the Code of Conduct), and otherwise adheres to the Code of Conduct.

For more information, please review the University's Code of Conduct or contact your HR Partner.

The University will review and address situations of salary inversion annually.

The MaPS Terms and Conditions of Employment are formally reviewed every three (3) years and on an ad hoc basis when changes occur to practice, legislation, law, industry or professional standards. The review process provides MaPS an important opportunity for consultation and feedback in matters related to their employment.

In recognition of additional hours worked, MaPS receive three (3) Personal Leave Days. Personal Leave Days may be used at the individual’s discretion and must be used within the calendar year (January 1 – December 31). MaPS are encouraged to use their Personal Leave Days as they are not paid out at the end of the calendar year and cannot be carried forward to a subsequent calendar year.

MaPS receive four (4) days in each calendar year for Family Illness Leave. Family Illness Leave may be taken to care for an immediate family member in case of occasional illness. Immediate family member is defined as a spouse including common-law and/or same sex partner, child, step child, parent, parent-in-law, brother, sister, step brother, step sister, son-in-law, sister-in-law, daughter-in-law, brother-in-law, grandchild, and grandparent.

The University Academic Pension Plan (UAPP) has information regarding administration of the UAPP including rules and contribution rates. It is important that all MaPS employees familiarize themselves with the details of the UAPP to understand participation rules and associated contributions that will be deducted from pay.

The University will contribute a maximum of $450 towards the cost of a gift to be given to a MaPS employee upon retirement. University funds may not be used to provide a cash gift or ‘near cash’ gift, such as gift certificates, gift cards, or travel vouchers.

Please refer to the Employee Retirement Recognition Program Guidelines for more information.

MaPS are eligible for tuition support after six (6) months of continuous service, and does include MBA degree classes. Tuition support is pro-rated for part-time employees. The learning and development guidelines outline the career development benefits for MaPS that are supported by the University.

Relevant professional credentials or membership fees related to a MaPS position may be reimbursed at the rate of one fee per calendar year. Additional monetary obligation required to remain accredited may also be reimbursed. MaPS must provide proof of expenditure and the fees must be approved by the individual’s manager before reimbursement will be dispensed.

For more information on reimbursement, please refer to the learning and development guidelines.

Relevant professional credentials or memberships must be a requirement of the position as determined by the individual’s manager.

Members of the MaPS Executive Committee (MEC) represent MaPS on a number of University committees. Additionally, other members of the MaPS community (those not elected to MEC) may still serve as a representative on other University committees, as vacancies arise.

MaPS is represented on a number of selection committees. A MaPS representative participates on the selection committee and helps to provide feedback on screening, interviews, as well as ranks suitable candidates for a variety of positions for each respective committee.

In general, it is best to raise issues or concerns with your manager or colleague at first instance. In the event you are unable to reach a resolution, you should contact your HR Partner for assistance. In the event the dispute involves your manager and you are not comfortable raising it with them or your HR Partner, or it involves a complaint of harassment, MaPS may refer to Workplace Investigations and contact Employee Labour Relations. For more information please refer to the Harassment Policy.

MaPS may also bring broader issues to the attention of the MaPS Executive Committee (MEC). MEC takes every opportunity to listen to and communicate with the MaPS community as well as the University to work towards equitable outcomes on MaPS employment conditions and standards.

The Public Service Employee Relations Act (PSERA) governs labour relations for non-academic staff at the University. PSERA sets out the type of employees that may be eligible and those that are prohibited from joining a bargaining unit. Generally, MaPS are ineligible to join a bargaining unit by virtue of sections 12 and 13 of PSERA.

MaPS may only be terminated where there is just cause for dismissal, or if they are provided with reasonable notice of dismissal pursuant to either the Employment Standards Code or the common law as applicable. 

Please contact your HR Partner for more information pertaining to dismissal.

The University is clearly directed within the Post-Secondary Learning Act (PSLA) that designation of its employees is a responsibility that belongs to the employer (i.e. Board of Governors) not the employee. There is no intention of MaPS being asked for their opinion or seeking a vote as the decision on the designation of a MaPS employee will be defined by their employment duties. Non-academic employees now have a dispute resolution option through the Alberta Labour Relations Board (ALRB) to challenge membership of a bargaining unit such as TUFCA and AUPE. The ALRB will have final say on any dispute resolution.

The MaPS Executive Committee, although recognized by the University, is a non-bargaining group; therefore, cannot represent MaPS in the same way as TUCFA or AUPE. Instead the committee will continue to augment channels of communication to ensure all information related to the designation process is communicated to MaPS in a timely manner.

Please visit Labour Relations, for more information on the TUCFA Designation Request.

The entire process is not confidential and everything the ALRB receives is copied to all parties involved. All group or individual submission will be provided to other parties for review. Although information is not published, it may be shared if it is requested. The decision of the ALRB will be published on www.alrb.gov.ab.ca and will also be available on CanLII, i.e. the Canadian Legal Information Institute.