Policy on President & Vice-Presidents

PREAMBLE

1. EFFECTIVE DATE

November 16, 2016

2. POLICY OBJECTIVE

3. POLICY REQUIREMENTS

4. Compensation Philosophy

4.1 Principles of the President and Vice-Presidents Compensation Philosophy

Compensation for the President and Vice-Presidents will compliment the Institute’s culture and its operating policies and procedures. These include the following values:

  1. Respect as the basis for our dealings with members, employees, colleagues, and employers. It means being sensitive and responsive to the rights of individuals.
  2. Integrity as a cornerstone of our organization. It means that the Institute and its members act with honesty and fairness based on sound moral and ethical principles.
  3. Co-operation as the foundation for meeting the challenges of the future. It means building partnerships and working together toward common goals.
  4. Accountability as our commitment to ensure all of our values are respected. It means informing our members of our actions and being answerable to them for those actions.

Compensation for the President and Vice-Presidents will align with the strategic direction of the Institute, level of risk tolerance, and transparency with respect to member engagement, information sharing and interests.

Compensation for the President and Vice-Presidents will include the ability to attract, develop, retain engage and motivate Elected Officials with strong leadership competences who can function and excel within an open, diverse interest-based environment.

4.2 Objectives of President and Vice-Presidents Compensation Philosophy

  1. Provide a compensation package that is:
    1. Competitive and comparable with other similar roles in the labour movement.
    2. Works within the financial realities of the Institute.
    3. Will attract, for election, experienced and qualified candidates who are focused on the well-being of the Institute.
  2. Provide a Compensation package that – as a minimum – is no less than the prevailing rates of pay for candidates from the membership and which will ensure that no qualified candidate would take a wage loss in order to take on the role of President or Vice-President.
  3. Compensate candidates for the temporary loss of career advancement opportunities and personal changes required in order to take on the role (this is explained in more detail under Recommendations below.)

The compensation philosophy and principles for the President and Vice-Presidents is a long term policy and approach. The philosophy and principles will be reviewed by the Board of Directors once every eight years. In the event of a compelling environmental or economic concern this review can be conducted sooner.

BOD – Nov 2016

Part A - General

  1. The terms and conditions for the President and Vice-Presidents will be reviewed by the Executive Compensation Committee on a triennial basis (on the year of the Presidential election) and shall be approved by the Board of Directors, prior to the publication of the Notice of Election in the year of a Presidential election.

    BOD - June 2001

    1. The term Full Time Elected Officer (FTEO) refers to the President and the two Vice-Presidents who serve on a full time basis.
  2. Salary

    1. The salary scales for the President and Vice-Presidents shall be determined by the Board and shall be published in the Notice of Election / Call for Nominations. The President and Vice-Presidents are not entitled to overtime payment or other special compensation for hours worked.
    2. Newly elected (not re-elected) FTEO’s will start at level one of the salary scale regardless of their prior salary in the public service.
    3. The Executive Compensation Committee (ECC) will, on a yearly basis, determine if an economic increase is to be applied to the salary scale of the President and Vice-Presidents. The ECC will, at the same time, review the personal allowance for FTEO’s to determine if changes are necessary. The personal allowance covers travel, parking, minor hospitality and taxis in the headquarters area (16km circle).

    BOD – Nov 2016

  3. Expenses

    The FTEO’s are entitled to draw reasonable sums from the Institute for documented expenses incurred in connection with the respective positions. Such expense accounts, submitted monthly, are subject to review by the Finance Committee, under the authority of the Board.

  4. Annual Leave

    As per Institute Regulations R19.3.1.1 and R20.5.1.1 (Annual Leave for the President and Vice-Presidents), the FTEO’s are entitled to six (6) weeks annual leave; carryover will be limited to two weeks.

    BOD – August 2012

  5. Sick Leave

    The FTEO’s shall be entitled to necessary sick leave during their respective terms of office. When the term of an FTEO ends, the Institute is no longer responsible for sick leave for that individual.

  6. Superannuation

    The Institute shall pay the employer’s portion of contributions to the superannuation account if the FTEO’s are on leave without pay from the public service. This payment is determined by the rate of pay each of the FTEO’s would have received had they maintained their service with the public service.

  7. PIPSC Pension Plan

    The Full Time Vice Presidents will continue to be offered inclusion in the PIPSC pension plan which will provide a pension based on the difference between the Public Service Plan for their substantive position and their salary as a Full Time Vice President for the years as a Full time Vice President.

    The President will be offered inclusion in the Supplementary Pension Plan and PIPSC pension plan. This would mean that the President would get a pension based on his substantive salary in the government plus a pension from PIPSC based on the difference between his Public Service Pension and his salary as President for the years as a President or Full Time Vice President.

    BOD - June 2004

  8. Other Benefit Plans

    The employer’s contributions to other employer plans, such as death benefit and health care plans, shall also be borne by the Institute if the FTEO is on leave without pay.

  9. Life Insurance

    No Life Insurance premiums will be paid unless PIPSC is the beneficiary.

    BOD - June 2004

  10. Wellness Gift

    An annual wellness gift of up to $500 will be provided directly to the supplier of the service or item. Examples of this are painting lessons, paint, health classes etc.

    BOD - June 2004

  11. Credit Cards

    No direct payment of credit cards will be made.

    BOD - June 2004

  12. Travel Arrangements

    Travel arrangements will be made with BCD Travel and be paid by PIPSC in the same manner as regular members. The President will be allowed to fly business class should he/she wish.

    BOD - June 2004

  13. Changes in Terms and Conditions

    No changes in these terms and conditions, with the exception of annual adjustments to remuneration, shall take effect between triennial reviews.

  14. Harassment Complaints

    If a harassment complaint against one of the FTEO’s is upheld, disciplinary action, short of removal from office, shall be determined by the Board of Directors.

  15. Acting President

    1. President Unable to Carry Out Duties The Board shall designate a Vice-President to act for the President when he is temporarily unable to carry out the duties of his office. For such periods as the Board may decide, the Acting President shall be entitled to receive the same remuneration and benefits normally payable to the President.
    2. Vacancy If, between meeting of the Board, the Office of the President becomes vacant for any reason other than removal from office, the Executive Committee shall select from amongst themselves an Acting President to carry out the duties of the position until the next regular Board meeting.
    3. Affirmation of Selection The Board shall, at its next regular meeting, either affirm the selection of the Acting President or select another Vice-President as Acting President. The Acting President shall continue to fulfill the duties of the position until the vacancy is filled by election. The Board shall only schedule a special Presidential election on a date no later than ninety (90) days from the date on which the vacancy occurred, provided that such election will not take place within ninety (90) days of the regularly scheduled Institute elections, in which case the position shall be included in the latter election. In the event a special Presidential election is held, the President elected according to this Policy shall serve for the balance of the unexpired term of office.
  16. Language Training

    Intensive language training is to be offered to those members of the Executive Committee who express such a need.

    AGM 2002

    All language training requests from members of the Executive Committee shall be submitted to the Board for approval.

    BOD – August 2013

  17. Professional dues for one designation or association shall be paid for each FTEO

    BOD – August 2013

Part B - President and Vice-Presidents’- Severance Package

BOD - September 2010

  1. If an immediate past President or Vice-President has no job to return to and does not wish to retire, the Institute will provide the following assistance for which receipts must be submitted:
    1. The cost of an outplacement service to assist with job placement to a maximum of $15,000. The Institute reserves the right to receive progress reports from the outplacement service;
    2. Up to a maximum of $5,000 for the purpose of attending job interviews;
    3. Reasonable telephone expenses for job search purposes to a maximum of $1,000;
    4. Training relevant to an immediate past President or Vice-President’s reintegration into the work force to a maximum of $2,500.
    1. The Institute will pay one (1) month’s salary for each year the individual served as President or Vice-President to a maximum of six (6) months’ salary.
    2. For a part-time Vice-President, severance pay will be calculated based on part-time and full-time service consolidated on the basis of one (1) year of part-time service being equivalent to one half (1/2) year of full-time service. Each full-time equivalent year of service will result in one month of severance pay at the salary level of the Vice-President immediately prior to leaving office, to a maximum of six (6) months’ salary.

    BOD – August 2015

  2. The Institute agrees to provide continuing legal coverage for actions having arisen during an immediate past President or Vice-President’s term. This coverage will not include any private action taken by an immediate past President or Vice-President against any individual, corporation or other legal entity. This coverage will also not include any action taken by an immediate past President or Vice-President against the Institute.