This document applies to all MaPS regardless of classification — however, the document does not apply to any MaPS working in Qatar.
For general questions, contact your direct manager. If you have additional questions, contact Uservice.
The Public Service Employee Relations Act ("PSERA") governs the labour environment for non-academic staff at the university. Specifically, PSERA sets out the type of employees included and excluded from a bargaining unit. By the nature of their employment with the university, MaPS are excluded from a bargaining unit.
No, you should not be referring to the AUPE Agreement for MaPS terms of employment. Refer to the MaPS Terms and Conditions of Employment and your letter of offer.
Yes, the university is committed to promoting the standard of conduct outlined in the Code of Conduct policy. This standard of conduct preserves and enhances public confidence in the integrity, objectivity, and impartiality of our business and research activities. The university relies on all employees to uphold these standards by ensuring outside activities or financial interests do not interfere or influence their decision-making processes.
MaPS are expected to demonstrate a high standard of performance that includes demonstrating conduct consistent with university policies and achieving the outcomes for which they are accountable. Visit the Connect to Perform website for detailed information on the performance review process.
Relevant professional credentials or membership fees related to a MaPS position are determined by managers and must be a requirement of the position. Relevant professional credentials or membership fees related to a MaPS position, as determined by the manager, may receive reimbursement of one fee per calendar year. In cases where an additional license is essential in order to remain accredited, this fee may also be reimbursed. This will be at the discretion of individual managers.
Proof of expenditure (original receipts) must be provided and approved by your manager before reimbursement can be made. Managers are typically responsible for approving the reimbursement in accordance with their budget parameters. Contact UService for additional information.
A return to service agreement may be required when the university pays for a MaPS participation in an education course, training program, or university program. If you have further questions about a return to services agreement and whether it is applicable, view the Learning and Development Guidelines for MaPS or contact UService.
Information on the compensation philosophy, principles, and guidelines of the university's compensation structure can be found on the MaPS Compensation page.
All salary decisions for MaPS will be governed by the Salary Management Guidelines.
These guidelines also detail the following:
New Hire Starting Salary Decisions
Promotional Salary Decisions
Lateral Move Salary Decisions
Movement to a Lower Career Band or Career Level
Red Circle Rates
Flexible Work Arrangements
Once you are enrolled in the program you are expected to maintain the new schedule for the duration of the Summer Compressed Work week. Only in the most exceptional circumstances will a request to be removed from the program be considered. Contact your manager or UService.
Additional Personal Leave Days for 2024
All eligible MaPS employees are provided with six additional Personal Leave Days, for a total of nine Personal Leave Days in 2024.
Ending the Employment Relationship
The university requires a minimum of two (2) weeks' notice of resignation in writing to the immediate manager.
No, resignation is not required for an internal employment transfer; however, MaPS must still provide a minimum of 2 weeks' notice when transferring positions. The time frames for a transfer will be negotiated between the hiring manager and the current manager.
A MaPS who is absent without authorization or good and proper reason from their employment for three (3) consecutive workdays is considered to have abandoned their position. The manager shall reasonably attempt to contact the employee during a period of unauthorized absence to determine the reason for the absence.