ANNUAL REPORT 2017–2018 Table of contents
1 Our Association 3 Members@Work 5 Our Members 7 Members@Work 9 President’s Message 10 Executive Director’s Message 11 Members@Work 13 Our Community 15 Collective Bargaining 17 Advocacy Our 21 Member Stats 23 Financials 26 Board and Staff
photo credits Association Tiffany Brown Cooper: 9 The Association of Administrative and Professional Staff of Martin Dee: REPRESENTATION advice support The University of British Columbia is the professional association Cover, 1, 2, 4, 5, 7, 8, 11, 12, 26 Don Erhardt: for the Management and Professional staff group at The University AAPS is your bargaining agent and Member Services Officers answer Whether you need counsel or just 2, 3, 10, 15, 17, 19, 26 of British Columbia. lawful representative. We provide more than 1,000 questions annually simple reassurance, AAPS offers Angelina Tagliafierro: professional representation throughout and provide confidential, professional a welcoming environment where no 13 the disciplinary process, in meetings counsel on your employment question is too small. Along with your The Association of Administrative and Professional Staff at UBC with the University, and in collective relationship with the University. advocacy services, we support you (AAPS) negotiates and enforces your rights in the workplace. bargaining. AAPS’ resources are solely We are experts on your Collective through professional events. AAPS We support you in resolving workplace issues and strive to improve dedicated to you and your fellow Agreement and give strategic advice professional development (PD) helps your overall work experience. AAPS offers an open and encouraging members to represent your interests that is in your best interest. AAPS’ sole facilitate professional growth within environment that helps you connect to a professional community. and to ensure that you have a respectful focus is on the membership. We work the UBC community. Through learning work environment. We advocate on exclusively for you and are immersed and networking opportunities, you can We provide dynamic and progressive leadership on University your behalf and ensure UBC follows in your issues. We are your first call build capacity, enhance your workplace policy and workplace issues, ensuring UBC continues to evolve the Collective Agreement and the if you have workplace questions and experience, and achieve your career by integrating your experience and knowledge. principles of natural justice in any concerns about situations, such as goals. AAPS PD and member engage- meeting that has the potential to lead bullying/harassment, conflict in the ment offer sessions with industry to discipline. We also meet regularly workplace, negotiated benefits, leaves experts and colleagues to broaden with the University’s senior management of absence, and documentation. your knowledge about labour relations to discuss ongoing issues and resolve We provide advice before you sign issues, and to develop progressive process problems, and to review termination or appointment letters. workplace, leadership, and life skills. policy and administrative issues. You should contact us to represent We host networking events designed you in any meeting that could lead to connect you with colleagues across to discipline. the institution and with your specific campus community.
We provide you with professional representation during the investigatory process, whether you are the subject, a witness, or the complainant. You should never go into an investigation without an AAPS representative to support you.
1 OUR ASSOCIATION | AAPS ANNUAL REPORT 2017–2018 OUR ASSOCIATION | AAPS ANNUAL REPORT 2017–2018 2 Did you know that UBC has two research forests with trails that are open to the public? Staff stationed at the Malcolm Knapp Research Forest in Maple Ridge include Jeremy, Victoria, Ionut, Stephanie (Alex Fraser Research Forest in Williams Lake), Paul, Liz, Sarah, and Cheryl
Collaboration at the Okanagan Campus: Curriculum and CEAB Coordinator in the School of Engineering, Megan, and Curriculum and Academic Programs Manager in the Office of the Provost and Vice Principal, Laura, work together to help bring new courses and programs to UBCO.
3 MEMBERS@WORK | AAPS ANNUAL REPORT 2017–2018 Your work often defies categorization. You interact with JOB FAMILIES 1,000 + 880 the UBC community in many different ways: innovators, Jobs are grouped into a family by function. These of you are focused on of you teach and leaders, teachers, technical experts, subject-matter are the number of members in each job family. leadership and innovation facilitate learning Our experts, teammates, community builders, and managers. Information Systems + Technology 796 You provide guidance, leadership, You are athletic coaches, career Research + Facilitation 558 AAPS had a total of 4,530 members as of June 30, 2018. and institutional knowledge in the development instructors, co-op Student Management 544 face of continual organizational change managers, admissions and academic While the areas listed below represent the locations Administration 443 through new initiatives, program advisors, and academic program where most AAPS members work, there are also creation, and ways of learning. You managers. You incorporate technology memberS Educational Programming 318 34 members who work throughout Metro Vancouver, develop and manage sustainability in the classroom, provide educational Accounting As professional staff, you play a critical role in every across the province, and around the world. They oversee 258 programs, laboratories and living programming and instructional design, laboratories, and industry partnerships. and manage and mentor students in function of UBC. Your leadership and professional research and educational projects and programming Development Office 197 You lead institutes, museums, and their first jobs or with their graduate expertise are essential to creating a world-class at the UBC Learning Exchange, Malcom Knapp Research Information Services 189 centres that are clusters for cutting- projects. You oversee invaluable co-op institution of learning, research, innovation, and Forest, Alex Fraser Research Forest, Agassiz Dairy Facilities Management 181 edge research. You manage projects education opportunities and international and raise money. You oversee one of learning experiences like “Go Global”. community engagement. Education Research Centre, Haida Gwaii Institute, Surrey Human Resources 121 the largest wireless campus networks You teach and coordinate community Memorial Hospital, Kelowna General Hospital, University Nursing 109 in the world. You turn ideas into programs. You provide professional of Victoria, and Family Practice sites around the province. Scientific Engineering 68 reality through your expertise and development opportunities for students, your leadership. faculty, and staff. Business Development 65
Conferences, Accommodations, Ceremonies + Events 65 970 410 Unassigned Health Professional 63 of you are involved of you communicate Marketing + Sales 62 in research activities and engage communities Business Operations Management 60 You are scientific researchers, You build bridges between the Cooperative Education 44 research managers, lab directors, traditional university structures and and healthcare researchers. You liaise the public through communications, Statistical Analysis 44 with industry, governments, and public facilities, alumni engagement, Museum 37 academic partners. You are grant and community education initiatives
B.C. CHILDREN’S HOSPITAL UBC OKANAGAN CAMPUS UBC Robson Square Counsellors + Psychologists 35 writers, fundraisers, and business that share new research and findings. AND B.C. WOMEN’S HOSPITAL Members 349 Members 68 development directors. You develop You collaborate on research projects Unassigned Athletic Coaches 35 + HEALTH CENTRE Continuing 293 Term 56 Continuing 41 Term 27 new technology for UBC’s nearly with external partners that, in turn, Health Safety + Environment Members 199 Average Years of Service at UBC 6.5 Average Years of Service at UBC 7 33 9,000 current research projects. serve the community through education, research, and connection. Continuing 30 Term 169 Top Three Job Families: Top Three Job Families: Institutional Analysis 28 Average Years of Service at UBC 7.5 • Student Management • Development + Alumni Engagement Industry Liaison 24 Top Three Job Families: • Information Systems + Technology • Business Development 800 • Research + Facilitation • Administration • Educational Programming Graphic Design + Illustration 23 of you run the 340 • Nursing Editiorial + Production Services 22 University’s operations of you look after students’ • Information Systems + Technology UBC POINT GREY CAMPUS Vancouver General Hospital + Area Supply Management 20 well-being Members 3,491 Members 319 You are administrators, analysts, ST. PAUL’S HOSPITAL Continuing 2,636 Term 855 Continuing 147 Term 172 Media Services 18 accountants, planners, auditors, and You are enrolment services providers, Members Average Years of Service at UBC Average Years of Service at UBC governance staff. You oversee municipal residence life managers, and security 70 8 8 Athletics + Recreation 17 Continuing 7 Term 63 Top Three Job Families: Top Three Job Families: services, including utilities, water, providers. You are mental health Unassigned 16 Average Years of Service at UBC 8 • Information Systems + Technology • Research + Facilitation and building maintenance. You ensure counsellors, doctors, nurses, nutritionists, the University runs smoothly and executive chefs, and athletics and Top Three Job Families: • Student Management • Administration Genetic Counsellor 14 • Research + Facilitation • Administration • Educational Programming transparently. You make UBC a thriving recreation organizers. You take care Security 13 • Statistical Analysis community and a place to call home. of the 60,000+ students at UBC. • Nursing Clerk to Board or Senate 6 Residence Life Management 4
5 OUR MEMBERS | AAPS ANNUAL REPORT 2017–2018 OUR MEMBERS | AAPS ANNUAL REPORT 2017–2018 6 At the Medical Student & Alumni Centre by VGH, the team from the Faculty of Medicine Alumni Office get to hold their team meetings in the courtyard of their unique event space. Courtney, Eric, Christina, and Kelsey are pictured with team top dog, Steve Rogers.
At Robson Square we caught up with some of the UBC Sauder School of Business DAE team debriefing at the start of the work week. Team members include Gio, Marina, Rupeela, Rebecca, Danielle, Amadon, Fiona, and Gertie.
7 MEMBERS@WORK | AAPS ANNUAL REPORT 201–2018 MEssage from our Message from our President EXECUTIVE DIRECTOR
With more than 4,530 members, AAPS previous communications, the AAPS Those of you who have been following In the coming year, we will also continues to be the largest employee Board believes strong member the activities of AAPS for a while will commence bargaining with UBC for group on campus. We are also the engagement is critical to bargaining note that our membership and the a new Collective Agreement. This most diverse, with members serving success. To date, we have had over services that we offer you have been agreement sets out the terms and in positions at the Point Grey and the 120 members provide feedback in growing at a rapid rate for the last conditions of your employment. In Okanagan campuses, multiple hospital AAPS bargaining sessions and have several years. We have expanded our preparation for bargaining, we have sites, and many other locations across received over 2,000 feedback cards professional development offerings and held a series of consultations at UBC’s British Columbia and beyond. We and survey responses. We are grateful member engagement opportunities. largest worksites (UBC Point Grey, provide important and necessary to all the AAPS members who have UBC Okanagan, Vancouver General functions without which the University reached out to share their thoughts, We have added to our advocacy Hospital, B.C. Children’s and B.C. would not work. We ensure people at concerns, and stories. services by providing representation Women’s Hospital, St. Paul’s Hospital, the University get paid, that utilities and at the B.C. Human Rights Tribunal for and UBC Robson Square). However, computer systems work, and that units While we will continue to collect this victims of discrimination; by advocating we know that many of you work at across campus operate effectively and information, we are already seeing with Sun Life for individuals who have smaller worksites across the province. efficiently. We also directly support the clear themes in the feedback. Members issues with the University’s benefits This fall, I will be travelling to many of main purposes of higher education, are asking for more inclusive language provider; and, when necessary, by these locations to ensure that all AAPS learning and research. Over 1,400 in the Collective Agreement and pursuing actions in the courts rather members have an opportunity to members support research, support accompanying documents, as well than through the grievance and provide face-to-face input on the students, or provide support for as questioning UBC policies based on “The AAPS Board arbitration process. The expansion most important issues to you and “We have added to our educational programming. heteronormative assumptions. Members of AAPS’ activities has occurred while your employment. advocacy services by are questioning the University’s believes strong member the rate of AAPS’ membership dues For such a large, diverse, and commitment to employee well-being remains by far the lowest of any group providing representation engagement is critical Finally, over the last year AAPS staff distributed organization, AAPS sees and, in particular, its commitment to on campus. and Board members have had an an exceptional level of member a healthy work-life balance indicating to bargaining success.” at the B.C. Human Rights opportunity to meet more than 50% engagement. More than half of our these concepts exist in the University The increase in both AAPS membership of you. As always, I am in absolute awe Tribunal for victims membership participated in an AAPS rhetoric, but not necessarily in its and activities has also come without any of your breadth of jobs, skills, and event or took advantage of an AAPS enacted practices. Many members AAPS will continue to meet with and significant expansion of staff or of discrimination.” experience. The University is fortunate service in the last 12 months. Many have also questioned how a university listen to our members as we develop technological resources in the AAPS to have such a talented, dedicated of our new members took advantage that often refers to itself as a “top our bargaining platform, and I look office. While my colleagues are group working to maintain UBC’s of the 40 new member information employer” and is located in one of the forward to the culmination of this work passionate, dedicated advocates status as a place of world-class learning sessions we hold throughout the year. most expensive cities in the world, pays being presented in the spring. I sincerely for you, the AAPS office has, frankly, and research. My colleagues and I Others enjoyed one of the over 85 its staff less than approximately half hope our member engagement and reached a breaking point in terms consider it a privilege to work for you. professional development opportunities its comparator organizations. your sense of identity as an AAPS of workload. or member engagement sessions we member will continue to grow as we offered across UBC locations. approach bargaining. Sincerely, AAPS is very fortunate to have had so To help address this, AAPS is currently
many of our members engage in the in the midst of a significant software Over the past few years, we have also Sincerely, bargaining process. The information upgrade, which will see us replace the seen exceptional growth in attendance you have provided has been incredibly more than 20-year-old software through at our general meetings. So much important to our work, but we also which we track membership and Joey Hansen growth that we are quickly running out Executive Director consider it an honour that our members advocacy data. We will also be adding of locations on the Point Grey campus Andrea Han feel comfortable sharing their stories. a third Member Services Officer to deal large enough to accommodate us! President UBC is so broad and diverse; every with labour relations matters. And we
workplace situation is unique. I applaud will be doing so without any change I mention our high levels of engagement the members who have shared both to AAPS’ membership dues. because, as we approach bargaining, their joys and concerns throughout member engagement is more important this process. than ever. As we have mentioned in
9 MESSAGE | AAPS ANNUAL REPORT 2017–2018 MESSAGE | AAPS ANNUAL REPORT 2017–2018 10 At this oasis at Point Grey Campus, AAPS members from the UBC Botanical Garden team take a break. Pictured here are Jennifer, June, Beryl, Patrick, Douglas, Daniel, Krista, Tara, and Katie.
Members from the Centre for Molecular Medicine + Therapeutics, Pathology, and Medical Genetics stop for an impromptu tech chat at the B.C. Children’s Hospital Research Institute. Anita, Evelyn, and Kristina gather around Jonathan and René.
11 MEMBERS@WORK | AAPS ANNUAL REPORT 2017–2018 UBC’s Executive Chef and Culinary Director David Speight shared his expertise on how to get the best barbeque at this special AAPS After Work event. Our community
Our labour relations work is strengthened by the number of AAPS members who are engaged with us, even when you do not have a workplace issue. You remain connected to your professional community at UBC and build your networks, improve your skills, and continue to learn. Your desire for new skills and keeping up with best practices drives our programs. Our member engagement and professional development committees ensure that the programs we offer are interesting, accessible, and relevant to you. These are your programs, and you make them happen. AAPS OUTSTANDING VOLUNTEER AWARD AAPS SCHOLARSHIPS AND BURSARIES Members Take the Helm Isabella Losinger is the 2018 Outstanding Congratulations to our 2018 UBC Affiliate Volunteer Award recipient. Scholarship recipients, Ella Kim-Marriott This past year, a number of AAPS members contributed platforms at our “AAPS Studio with Emerging Media Labs”. The AAPS Board of Directors was pleased to present the and Lauren Lee. their time, knowledge, and leadership to both professional AAPS member Brian Wilson and the team worked with you 2018 Outstanding Volunteer Award to Isabella Losinger. Ella is the daughter of AAPS Member Maureen Marriott development and member engagement sessions. Your to experience different VR/AR possibilities, from cardboard Isabella, a two-time AAPS president and advocacy chair, in Extended Learning, and Lauren is the daughter of AAPS colleagues’ perspectives and experience of professional viewers to immersive VR experiences, and learn how they has made a deep commitment and generous contribution Member Shirley Lim in the Pension Administration Office. best practices are important to you. We were pleased are applied to educational practices at UBC. to improving the experience of her fellow colleagues at Since its inception, AAPS has supported members, their to have AAPS member Victoria Wood develop and lead the University. She first joined the AAPS Board of Directors spouses, and their children in furthering their education “Herding Lions”, which focused on how participants can in 2006 and served until 2017. Isabella’s sense of empathy at UBC through the UBC Affiliate Scholarships program, work with and manage faculty for more streamlined projects. Advocacy Meets Community and caring for the people working at UBC, her desire and any student in financial need through the UBC Member Christie Stephenson shared her vast knowledge This year, AAPS PD put a focus on topics that help support for institutional excellence, and her ability to see many Bursary program. on ethical investing and how to get started in a session our advocacy work. We were pleased to welcome Kai Scott sides of a problem have made her an outstanding leader, called “Responsible Investing: Value and Values in Your from TransFocus to lead you through an “Introduction both within AAPS and the departments and units which was offered in person and via webcast. Portfolio” to Gender Identity”. Participants worked through different where she has served. AAPS welcomed back recent members Amy Stanley and scenarios and were able to address questions in a safe Jessica Earle-Meadows, who brought their professional environment with an experienced facilitator. We also coaching and facilitation skills to the topics of impostor welcomed Scott Orth for the “Train Your Brain” series, syndrome and managing change. We also welcomed which was customized specifically for AAPS. Members back Andrew Drinkwater and his team to present were able to try different mindfulness techniques and THANK YOU, AAPS VOLUNTEERS “Introduction to Data Visualization”. learn how these techniques could positively impact We could not serve AAPS members as well as we do without your time and commitment. their work, productivity, and stress levels. For this year’s After Work series, the UBC Food Services Tamiza Abji Paul de Leon Alicia Harder Michael Lonsdale- Michael Shepard Sharon Wu team hosted a very special “BBQ Tips” event with AAPS Andersen Devolin Kobylka Eccles Siu Yasrobi member David Speight. UBC’s Executive Chef and Culinary Aaron Mike Joel Ellen Tammy “The AAPS PD Program is insightful Baybuz Haggart Korberg McDermott Stephenson Yu Director shared his expertise on how to get the best Alexey Renee Kristen Moira Christie Minghui Brinkman fleming Krbavac Rubuliak Suratos barbeque. The team prepared a delicious tasting menu, for those seeking to improve Jacqui kele Marie Cheryl Jennifer Brown Hall Lauritano Salvatori Teed and you enjoyed food and drinks on the secret patio garden Michelle Jamie Denise Christina Katie their professional and personal Chiu Han Leathley Sharif Upward at Orchard Commons. Speaking of experiences, you also Anita Andrea Margaret Afsaneh Bill Cosco Hanano Liao Semadeni Wu got to try out virtual reality and augmented reality (VR/AR) routines and relationships.” Lia Diane Theresa Levi Emily —Program Participant
13 OUR COMMUNITY | AAPS ANNUAL REPORT 2017–2018 OUR COMMUNITY | AAPS ANNUAL REPORT 2017–2018 14 Contract Consultations Benefits • 1,597 Online Bargaining Questionnaire Responses We received many comments about various benefits. You • 526 Bargaining Postcards Responses expressed frustration with the allotment of professional COLLECTIVE • 124 Bargaining Consultation Participants development funding, relative to other groups at UBC. • 42 Online Feedback Form Responses You also noted that not all parents receive the supplementary employment benefits top-up. Some members commented A number of key interconnected themes emerged from about the surprising restrictions and limited amount the consultation process, which are highlighted below. for tuition fee waivers, given that this is an educational BARGAINING institution. We also heard a number of suggestions about Pay additional and/or different extended health benefits.
As we move into a bargaining year, AAPS has been preparing for the Pay was the number one priority for the majority of respondents. Many of you cited the challenges associated Human Rights and Worker Rights bargaining process through a variety of member consultations. Your with the cost of living throughout B.C. as the reason for this Human rights were clearly top of mind, and we received interest and participation in the upcoming contract negotiations has choice, while others noted the differences between market important feedback about this issue. Many members been outstanding. Your feedback has been thoughtful and thorough, rates and UBC salaries. Also mentioned were the difficulty noted the need to update the general language in the and we are heartened to see how many of you are thinking not only in getting jobs reclassified; concerns about clarity and Collective Agreement to reflect the current times and laws, about your individual situations, but also about what will benefit transparency in UBC’s various performance-based pay and to ensure the family leave section is inclusive for all models; and comments about pay tied to classification families. A number of you expressed frustration about the all AAPS members, particularly those in more challenging working and career progression. daily disrespect you experience in the workplace and the lack conditions or different life circumstances. We know that about 50% of recourse to address issues of bullying and harassment. of you will be bargaining with AAPS for the first time, and it is great Job Security Some of you commented about physical and mental health to see many long-service members also coming to bargaining and safety issues within your work environment. Others Job Security—or the lack of job security—was the number highlighted the importance of holding managers and leaders consultations and getting involved with contract negotiations. two priority for most members in the consultation process. accountable for their decisions and actions. Some of you remarked that the fear of losing your job meant Your participation is critical to the bargaining process, and these that you do not address problems or issues in the workplace, The bargaining committee will consider all of the input consultations are just the first step. You will be needed throughout while others shared that they do not use some of their that you have provided throughout the bargaining process. benefits, like parental leave or tuition fee waivers, for fear These comments, along with advocacy information and staff our contract negotiations with the University. You may be asked of how it will be perceived in their department. Other feedback, will inform the bargaining proposals. There are by the bargaining committee to take part in surveys or to submit members commented on the unsettling impact of often some “behind the scenes” bargaining issues that may your workplace stories. You may be encouraged to show your colleagues’ terminations without cause, and how it affects not impact you on a day-to-day basis, but are still important support by using your AAPS swag, or we may ask you to contact the productivity of the remaining team. A number of you for our membership, such as the ability to file policy grievances. were frustrated by the lack of need for the employer your MLA about a specific bargaining issue. Finally, you have the The bargaining committee will be putting forward these to prove why they would have to let you go, particularly issues as well. important role of voting once a tentative agreement is reached. around the notion of “lack of suitability and fit”.
The AAPS Board is committed to communicating with you through- Time Away from the Workplace out the bargaining process to ensure you are kept up to date. There were many comments regarding time away from the workplace, addressing such topics as flexible work “I really value the flexibility and autonomy arrangements, overtime, and leaves. A common theme I have in my role; I feel quite satisfied in was about the need for language about telecommuting “Salary increases would be good to keep up with the cost of living in a city like in the Collective Agreement, prompted in part by members’ that regard. Unfortunately, on a day-to-day lengthy and expensive daily commutes. You also noted the Vancouver. We are already a commuter campus and the economic realities of the AAPS need for clarity around overtime and how it is compensated. basis I feel a high level of disrespect.” Many members wrote about the need to improve work/life jobs available on campus do not align well with the price of housing. Many staff —Bargaining Consultation Participant balance and greater support for childcare and eldercare. I work with commute for 1hr+ each way and the situation is getting worse.” Some of you also shared your struggles with the length —Bargaining Consultation Participant of the compassionate leave, while others commented on the value of keeping the current length of sick leave as is.
15 COLLECTIVE BARGAINING | AAPS ANNUAL REPORT 2017–2018 COLLECTIVE BARGAINING | AAPS ANNUAL REPORT 2017–2018 16 ADVOCACY ISSUES IN DETAIL Reporting Period: July 1, 2017 to June 30, 2018 TOTAL CASES: 584 Human Rights CASE(S) CATEGORY Human rights have been at the forefront of our advocacy work 86 General Interpretations this past year. While it is disappointing to see this number ADVOCACY 55 Terminations Without Cause of human rights issues reported in a workplace that claims Unsuitability / Position Elimination / Reorganization / Budget Cuts to be progressive, we applaud the courage of our members
53 Appointments who have stepped forward to say, “I don’t think this is right.” Over 1,000 of you have accessed AAPS’ advocacy Search / Selection / Offer Letters AAPS has submitted a number of cases to the B.C. Human Rights Tribunal, and we are optimistic that this approach services this year. It is good to see so many members 52 Harassment taking the time to ask questions about their Personal / Bullying / Sexual/ Gender will help force change across UBC.
43 Hours of Work Collective Agreement, and reaching out for advice Human rights are reflected in ; they are also Time of Day / Day of Week Article 14.1. and support when needed. AAPS provides helpful enshrined in the B.C. Human Rights Code. Upholding human 38 Maternity / Parental Leave rights is critical to a safe and productive workplace. It is also representation, resources, and counsel that is in your Leave / SEB best interest. Judging by the feedback we receive, the law. If you have any concerns that your human rights have 38 Performance Review been impacted by a workplace action or decision, please members are glad that AAPS provides a place to talk Probation / Ongoing contact the AAPS office for a confidential conversation. confidentially to professionals about your workplace 37 Classification / Reclassification issues and contract questions. AAPS is staffed by Job Family / Grade Along with supporting members through the Tribunal process, highly skilled labour relations specialists who can 33 Sick Leave AAPS made a submission to the provincial government Pay / Duration / Qualifying for in support of reinstating the B.C. Human Rights Commission. work with you on workplace issues, or listen to your We urged the government to ensure that the Commission Bringing your issues and questions forward to 29 Pay concerns about how the Collective Agreement is Appropriateness be properly funded and staffed, so that it can actively engage AAPS not only enables us help you individually, being applied in your department or unit. Member 22 Leaves of Absence in education and preventative measures for employers such but also lets us address issues that might be facing as UBC, as well as address broad and systemic issues of Services Officers Sharon Cory and Ashkon Hashemi, 20 Resignation human rights discrimination through research, reporting, Executive Director Joey Hansen and Member a number of your AAPS colleagues as well. By 14 Return-to-Work and policy development. Services Associate Bill West are available to provide working together, we can make positive changes Accommodation to prevent and resolve employment contract issues. confidential advice and to represent you to UBC. 11 Investigations Bullying and Harassment 10 Discrimination-Human Rights Human Rights Code Bullying and Harassment issues in the workplace continue to be both pervasive and complex for AAPS members. MEMBERSHIP ADVOCACY SUPPORT ADVOCACY ACTIVITIES 8 Vacation Accrual / Entitlement Number of documented advocacy issues Reporting Period: July 1, 2017 to June 30, 2018 We have heard from members how bullying/harassment and queries per fiscal year 5 Benefits can be subtle, a series of instances that builds up over time. CASE(S) CATEGORY 2006/2007 120 5 Disability Benefits Such instances may show up in the form of exclusion, or a 731 Queries 2007/2008 225 workplace culture of fear and power imbalance. An alarming Assistance on a variety of subjects, including hours of work, leaves of 5 Reorganization Department or UBC Changes number of you have raised concerns about disclosing 2008/2009 307 absence, reorganization, conflict in the workplace, reclassification, salary issues, and collective bargaining 4 Professional Development a pregnancy for fear of losing your job or not having your 2009/2010 329 terms renewed. Members are afraid to say no to additional 584 Advocacy Issues 4 Retirement 400 work hours or to take any time off. There are also numerous 2010/2011 Voluntary Termination Multiple activities of support, action, and mediation questions, concerns, or benefits that you do not address 585 2011/2012 3 Bargaining Unit simply because you have seen your co-workers punished 112 Termination Without Cause AAPS/ CUPE/ Faculty 2012/2013 590 Letters issued to members and copied to AAPS for trying to utilize their negotiated benefits. Whether it is 3 Discipline inappropriate behaviour or how the Collective Agreement 2013/2014 609 1 Terminations With Cause Warning / Suspension is being interpreted in your work environment, it is critical 617 Letters issued to members and copied to AAPS 2014/2015 2 Secondment / Temporary Promotion that you contact us directly if you have any concerns or Other Positions 2015/2016 732 14 Open Grievances /Arbitrations questions about how you are being treated. We are here Active cases in the grievance or arbitration process 2 Service to confidentially support you through bullying/harassment 931 2016/2017 complaints and investigations, which can be a challenging 1 Terminations With Cause 2017/2018 1,315 and difficult experience. Gross Misconduct / Theft / Assault / Other
1 Terminations / Probation Suitability / Fit
17 ADVOCACY | AAPS ANNUAL REPORT 2017–2018 ADVOCACY | AAPS ANNUAL REPORT 2017– 2018 18 Representation Classification and Compensation GRIEVANCES AND ARBITRATIONS Outside of formal investigations, there are other areas Reporting Period: July 1, 2017 to June 30, 2018 Ensuring that you understand your right to representation where members should ensure that they have AAPS Questions regarding classification and compensation List of grievances filed by AAPS against the University has been a priority for AAPS this year, and we have taken representation. A Member Services Officer can help if you continue to make up a significant portion of the queries the opportunity to address this key issue at general are seeking an accommodation in the workplace or are that we receive—this year saw another jump in classification- ARTICLE ISSUE STATUS meetings, professional development events, and new related questions. A number of you would like to be returning to work after a sick leave. This can be challenging, 2 Member Denied Rights Open—Grievance member information sessions. particularly if you require a gradual return to work while reclassified, as your current job classification no longer you are still in recovery. In addition, managers may not reflects the work that you do. In addition, there were many 2 Member Denied Rights and Open—Grievance Step 2 AAPS has a duty to represent its members, as outlined in fully understand their responsibilities or the implications queries about how jobs are classified at UBC. On the Good Faith Article 8.3. We provide you with professional representation of not properly accommodating someone. AAPS has a compensation side, we continued to see a number of 8 Member Terminated for Cause Settled—Grievance Step 2 during the investigatory process, whether you are the subject, lot of experience in this area and understands the legal instances in which members were not being given fair 9 Member Terminated for Lack Settled—Prior to Arbitration a witness, or the complainant. You should never go into requirements and documentation needed to make the treatment in their performance-based pay due to general of Suitability an investigation without an AAPS representative to support situation a smooth transition for both parties. wage increases and the final implementation of the you. The process is stressful; moreover, not all University compensation review. You have also contacted us 9 Member Terminated Not for Open—Grievance Step 2 representatives at an investigation will have had proper Finally, members should seek representation to resolve around appropriate probation increases, incremental Cause—Potential Constructive Dismissal training. Your AAPS representative will ensure that you a problem or inaccuracy related to a performance review. steps towards midpoint, and merit pay. are treated respectfully and asked appropriate questions. When such issues arise, they can create tension between 9 Member Terminated Not for Withdrawn Ongoing investigations can often impact an entire you and your supervisor. Your AAPS representative can Currently, we are addressing both classification and Cause—Potential Constructive Dismissal department or unit, so we encourage all AAPS members provide professional advice about how to best respond compensation situations on an individual basis. If you to seek support and representation from the AAPS office. in such situations. have concerns about your classification or how your 11.2 Member Denied Vacation Settled—Grievance Step 2 performance-based pay is evaluated and implemented, please let us know. 12.8 Member Denied Leave of Open—Pending Arbitration Absence
12.6.1 Member Denied Supplemen- Settled—Grievance Step 1 Vacation and Holiday Pay tary Employment Benefits
We have had some success in the last year in resolving 5.4.4 Member Denied Rights in Withdrawn—At Request of various statutory holiday pay and vacation entitlement Reassignment Member issues. After a careful look at , specifically Article 11.2 7.7.8 Policy Grievance—Breach of Open—Grievance Step 2 the length of service and vacation entitlement, we learned Framework Agreement that many members’ length of service at UBC was not 8.1 Member Denied Rights in Settled—Grievance Step 1 properly recorded and that they were receiving less 8.2 Progressive Disciplinary vacation than owed. Your vacation entitlement is based 8.3 on your employment history with the University. If you are 9.1.7 Member Denied Notice Settled —Grievance Step 1 transferring into AAPS from a different position, employee Requirements group, or certain student employment, be sure to check LOA #1 Member Denied Pay Withdrawn—At Request with us about your vacation entitlement. Increments of Member
We also have had success resolving issues for a number of members who are part-time employees and not receiving appropriate statutory holiday pay. Our investigation of many issues, such as holiday pay, came about because members TERMINATIONS WITHOUT CAUSE like you came to AAPS with good questions. Your inquiries TOTAL CASES: 112 benefited the membership as a whole and will provide clarity Reorganization 45 about how to address these types of issues going forward. 34 “I have relied on AAPS heavily this year. I am so glad that they were able Keep asking questions about your Collective Agreement. Lack of Funding 13 to support me. I learned so much from my experience and I am glad End of Project / Job Lack of Suitability 9
that someone was here to help.” Lack of Work 7 —AAPS Member Probationary 4
19 ADVOCACY | AAPS ANNUAL REPORT 2017–2018 ADVOCACY | AAPS ANNUAL REPORT 2017–2018 20 2017/2018 MEMBERSHIP GROWTH SALARY DISTRIBUTION GENDER AGE DISTRIBUTION Number of Members per Fiscal Year Number of Full-Time Salaried Members ($) This data is provided by UBC based on their current Number of Members in Each Age Bracket collection methods and is not a reflection of how AAPS Members New Members* 30,000–40,000 2 (0.05%) members choose to identify. 18 1
2000—2001 1,329 / 486* 40,000–50,000 19 (0.48%) Female 19—24 78 Male Member 2001—2002 1,545 / 520* 50,000–60,000 403 (10.25%) 25—29 390 749 (19.05%) 30—34 777 2002—2003 1,774 / 527* 60,000–70,000 64% 36% 70,000–80,000 887 (22.56%) 35—39 812 2003—2004 1,947 / 529* 80,000–90,000 590 (15.01%) 40—44 658 2004—2005 2,107 / 553* stats 90,000–100,000 416 (10.58%) 45—49 628 2005—2006 2,213 / 650* 100,000–110,000 316 (8.04%) BENEFITS STATUS 50—54 499 2006—2007 2,466 / 625* FULL-TIME VS. PART-TIME MEMBERS 110,000–120,000 217 (5.52%) This data is provided by UBC based on how members 55—59 393 are enrolled in extended health benefits. 2007—2008 2,662 / 622* Percentage of Members 120,000–130,000 114 (2.90%) 60—64 208 Single Full-Time 3,932 2008—2009 2,938 /648* 66 130,000–140,000 82 (2.09%) Couple 25% 65—69 1 Part-Time < 10% Family 2009—2010 3,043 /523* 140,000+ 137 (3.48%) 70—74 16 Part-Time 10%-24% 13 29 43% Part-Time 25%-49% 2010—2011 3,251 / 662* 75—80 3 Part-Time 50%-74% 219 80+ 1 194 2011—2012 3,415 / 682* Part-Time 75%-95% 32% 0.02% Hourly 142 0.29% 2012—2013 3,658 / 769* 0.64%
2013—2014 3,838 / 742* 4.83% TYPES OF MEMBER 3,904 536* 4.28% 2014—2015 / MEMBER EARNINGS $84,422 LEAVES DURING 2017/2018 Based on 3,932 Full-Time Members Average Annual Salary Total of 233 Members Leaves 86.8% 3.13% 2015—2016 4,029 / 684* (Not Including Benefits) Personal 95 2016—2017 4,239/809* $78,791 Maternity/Parental 85 Median Annual Salary 2017—2018 4,530/971* Health Reasons 29
* New members who have joined AAPS, also includes short-term and temporary Parental 12 positions that ended within the year. REASONS FOR MEMBERS RESIGNATIONS LEAVING DURING 2017/2018 Top Five Job Families Medical 4 Total of 734 Members Research & Facilitation 53 Disability 3 CONTINUING VS. TERM EMPLOYEES UBC SERVICE YEARS Resigned 314 Information Systems & Tech 49 IRP 2 Percentage of Members Number of Members per Years of Service Term Position Ended 275 33 TOTAL: 4,530 AVERAGE YEARS OF SERVICE: 8.06 Student Management Study Leave 2 Terminated Without Cause 76 Consider as Continuing 3,177 2,040 Educational Programming 23 Compassionate Leave 1 0—4 17 1,353 Temporary Promotion Ended Consider as Term 21 5—9 1,082 Development Office Early Retirement 16 10—14 670 Retired 12 TERM POSITIONS ENDED 15—19 378 JOB CHANGES 2017/2018 Transfer to Excluded 8 Top Five Job Families 20—24 137 Terms Extended 845 Deceased 4 Nursing 80 25—29 133 Rehire 528 70.13% 29.87% Retired—Post 65 4 Research & Facilitation 48 30—34 68 Promotion 389 Return to School 2 Student Management 21 35—39 19 New Role 215 Transfer to CUPE 2 Educational Programming 19 40+ 3 Temporary Promotions 195 Secondment Ended 2 18 Information Systems & Technology Terms Extended More than Once 161 Terminated With Cause 1
Transfer to Non Union Tech 1
21 MEMBER STATS | AAPS ANNUAL REPORT 2017–2018 MEMBER STATS | AAPS ANNUAL REPORT 2017–2018 22 FInancials SUMMARY STATEMENTS OF FINANCIAL POSITION
FINANCE REPORT INDEPENDENT AUDITOR’S REPORT As at As at June 30, 2018 June 30, 2017 Fiscal 2017/2018 finished with To the Members of the Association of Administrative and Professional Staff a smaller deficit than originally of The University of British Columbia, ASSETS budgeted; however, the Association’s CURRENT reserves are still 1.7% below the The accompanying summary financial statements, which comprise the summary Cash $ 130,917 132,430 recommended level. The reserves statement of financial position as at June 30, 2018 and the summary statement Term deposits and accrued interest 803,392 803,392 will be re-valued in 2018/2019, of operations for the year then ended, are derived from the audited financial state- Accounts receivable 124,654 113,774 which will provide a revised financial ments of the Association of Administrative and Professional Staff of The University target. The 2018/2019 budget of British Columbia as at and for the year ended June 30, 2018. We expressed 1,058,963 1,049,596 projects a small surplus. an unmodified audit opinion on those financial statements in our report dated September 19, 2018. Those financial statements, and the summary financial Expenses previously allocated statements, do not reflect the effects of events that occurred subsequent CAPITAL ASSETS 107,182 13,608 solely to “Administration” have been to the date of our audit report on those financial statements. re-allocated to the appropriate group. $ 1,166,145 1,063,204 This primarily affects staff salaries The summary financial statements do not contain all the disclosures required and more accurately shows how their by Canadian accounting standards for not-for-profit organizations. Reading the LIABILITIES activities relate to member benefits summary financial statements, therefore, is not a substitute for reading the audited CURRENT and Association functions. financial statements of the Association of Administrative and Professional Staff Accounts payable and accrued liabilities $ 200,504 93,663 of The University of British Columbia. For 2018/2019, member dues will remain at 0.45% of gross salary, Management’s Responsibility for the Summary Financial Statements NET ASSETS and increased spending on the Management is responsible for the presentation of a summary of the audited Deficient net assets (17,359) (13,459) popular membership engagement financial statements in accordance with the basis of presentation disclosed and professional development in the Summary Financial Statements. Contingency reserve fund 983,000 983,000 programs will continue. Auditor’s Responsibility 965,641 969,541 Our responsibility is to express an opinion on the summary financial $ 1,166,145 1,063,204 statements based on our procedures, which were conducted in accordance with Canadian Auditing Standards (CAS) 810, Engagements to Report on Summary Financial Statements.
Opinion In our opinion, the summary financial statements derived from the audited Basis of Presentation financial statements of the Association of Administrative and Professional Staff These Summary Financial Statements are derived from, and consistent with, the audited financial of The University of British Columbia as at and for the year ended June 30, 2018 statements of the Association of Administrative and Professional Staff as at and for the year ended are a fair summary of those financial statements, in accordance with the June 30, 2018, however, they do not include the presentation of certain financial statements and footnote entitled “Basis of Presentation.” footnote disclosures, both of which are required in order for a formal presentation pursuant to Canadian accounting standards for not-for-profit organizations. Accordingly, readers are directed to read the Summary Financial Statements in conjunction with these annual audited statements, available for viewing at aaps.ubc.ca/member/annual-report.
Chartered Professional Accountants In the opinion of management, the Summary Financial Statements included herein faithfully reflect Vancouver, BC, Canada the financial information considered material to the expected users of the information, and accordingly September 19, 2018 the summarized presentation is not misleading in these circumstances.
23 FINANCIALS | AAPS ANNUAL REPORT 2017–2018 FINANCIALS | AAPS ANNUAL REPORT 2017–2018 24 SUMMARY STATEMENTS OF OPERATIONS
Year ended Year ended June 30, 2018 June 30, 2017 REVENUE
Member Dues $ 1,447,048 979,143 Interest Income 8,902 8,926
1,455,950 988,069
EXPENDITURES MEMBER SERVICES: Advocacy – General Matters $ 43,096 27,851 Advocacy – Specific Matters 313,573 184,235 Bargaining 12,040 - Communications 19,068 18,710 Membership Engagement 21,526 22,738 Professional Development Program 172,517 173,386 2017/2018 AAPS BOARD OF DIRECTORS Scholarships & Bursary 13,500 13,500 From left to right: Secretary, Member at Large, Member at Large, Staff 424,769 389,670 Mike Devolin • Margaret Leathley • Tammy Yasrobi 1st Vice President, Lia Cosco • Member at Large, Jacqui Brinkman • Advocacy Chair, Denise Lauritano Treasurer, Paul de Leon • President, Andrea Han • Member at Large, Kristen Korberg • Member at Large, Joel Kobylka 1,020,089 830,090 Member at Large, Michael Lonsdale-Eccles • 2nd Vice President, Afsaneh Sharif
BOARD/GOVERNANCE: Advocacy Committee $ 3,289 6,323 Board of Directors 10,381 17,320 Finances 8,127 8,149 General Meetings 20,338 19,117 Staff 103,960 98,516 Volunteer Recognition 4,439 4,231
150,534 153,656
ADMINISTRATION: Consulting $ 585 - Operations 72,776 71,914 Rent 76,320 80,273 Staff 139,546 125,090
289,227 277,277
TOTAL EXPENDITURES 1,459,850 1,261,023 AAPS Staff DEFICIENCY OF REVENUE OVER EXPENDITURES $ (3,900) (272,954) From left to right: Executive Director, Joey Hansen • Member Services Officer, Communications and Professional Development,Sarah Muff Member Services Associate, Bill West • Member Services Officer, Advocacy,Ashkon Hashemi • Office Manager,Petra Ormsby Member Services Officer, Advocacy,Sharon Cory
25 FINANCIALS | AAPS ANNUAL REPORT 2017–2018 THE ASSOCIATION OF ADMINISTRATIVE AND PROFESSIONAL STAFF AT UBC
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T 22 2 E aaps.offi [email protected] aa s.ubc.ca