Bill 55, provincial legislation passed in June, amends the Broader Sector Accountability Act, 2010 to include restraints on compensation for designated executives. These restraints are retroactive to March 31, 2012 replacing ones that expired then.
While the university must abide by Bill 55 and the limits it places on broader public sector compensation, this in no way diminishes the value the university places on the employees' contributions, nor on the significance of those contributions to the university's collective commitment to excellence.
"We have reviewed this legislation very carefully and sought advice about its interpretation and application to Queen's," says Lisa Newton, Director and Counsel (Employee and Labour Relations).
The legislation affects the Principal, all Vice-Principals, and positions that are outside the General Support Staff group of grades 10-14 that:
However, an executive who also holds an academic appointment will remain eligible for merit pay related to the academic appointment. Under Bill 16 in 2010 the dollar value of merit points available for merit pay were fixed until March 31, 2012 and the new legislation further prohibits any increase until the end of the new restraint period.
In addition to executive compensation restraints, the government directed that decisions related to the compensation of non-executives who are not governed by collective agreements should live within fiscal targets.
Finally, under government directive, collective agreements should not allow for increases in compensation for two years. The government has said that it will leave existing collective agreements intact.
Ontario's Finance Minister recently issued a letter clearly outlining the government's fiscal expectations of all Ontarians employed in the Broader Public Sector.