The CSPU raised the many examples of flex time being accrued, and accrued and not able to be taken off, and not being paid out. The University had also done their own investigations and had confirmed that many of the examples we gave were not uncommon. It was acknowledged that this abundance of unpaid accrued hours was hiding the true salary costs on an area.
Their initial response, which wasn’t entirely what we were asking for, is to indicate they want to send a Memo to all managers demanding they assess and pay out all flex time above 56 hours if the employee agrees. Each month, the University executive review the monthly budgets, and identify key areas who are going over budget for further consideration. The University bargaining reps indicated that the response would normally be ‘remedial action’ to get the salary costs in line with with the budget.
This was not what we were asking for. The CPSU is seeking a more nuanced response, where savings and efficiencies are looked at, under consultation with staff. But in addition to this, opportunities to increase the staff levels where required, and look at options for succession planning, training for new recruits to replace staff who will be looking at retiring in the next few years.
It was also proposed that any accumulated flexi hours are an entitlement to be paid in addition to any other entitlement should the employee ceased to be employed by the University. This is an essential claim that the University must agree to!