UW Gazette, March 19, 1997
     
     Staff and faculty members as young as 45 can be
eligible to reduce their workload and keep many of their
full benefits, under a new policy on "reduced work load to
retirement" approved by the board of governors last month.
     The revision of Policy 59 replaces a set of rules that
had been in effect since 1980. It was worked out by the
pension and benefits committee and approved by the staff
relations committee and faculty relations committee before
going to the board for approval.
     "Approved reduced workloads can be a benefit to both
the faculty or staff member and the University," says David
Dietrich of UW's human resources department.
     "The faculty or staff member gains by having a work
arrangement suitable to his/her personal circumstances, and
the university benefits in being able to organize work in a
more cost effective way."
     The general principle is that a staff or faculty member
reduces working hours and gets less pay, but keeps benefits
as though he or she were still working full time.
     Most of the policy is about "reduced work load to
retirement", for staff and faculty members who want to
devote less of their time to UW in the years just before
they retire. Those years can now last longer: previously
eligibility to apply began at age 55, but now staff and
faculty "who are at least 45 years of age with completion of
at least 10 years of uninterrupted regular full-time
service" can apply.
     A reduced workload can be as low as 50 per cent, with
reduction coming from a reduced daily, weekly, monthly or
annual period of work. Dietrich explains: "This allows
faculty and staff the possibility of a lower workload for as
many as 20 years (45 to 65) without negatively affecting
most benefits including pension, although the latter has
some legislative restrictions."
     Staff and faculty on reduced workloads would get
extended health care and dental coverage as if they were
working full-time. Pension participation is "based on
nominal full-time salary subject to Revenue Canada limita
tions", which generally say that a person can't earn more
than five years' pension credit in a lifetime for "periods
of reduced pay or temporary absences".
     An appendix to the policy deals with other staff and
faculty who may want reduced workloads on a temporary basis,
generally up to four years. Changes to that section of the
policy, says Dietrich, "clarified the duration of temporary
reduced loads and ensured equity with respect to similar
arrangements like unpaid leaves and regular part time
appointments".
     Faculty and staff interested in lowering their daily,
weekly, monthly or annual workload during a portion of their
careers, possibly to devote increased time to family or
other outside interests, can apply for what's officially
called a "partial leave of absence". Such a leave can be
approved for an initial maximum of two years, with an
extension allowed to a maximum of four years in total.
     Pension and benefits during partial leaves do not
change significantly, Dietrich says. "However, any extension
beyond four years will normally mean a change to a regular
part time appointment or a fractional load with pension and
benefits calculated on a pro rata basis."
     He adds: "Before requesting either a temporary reduced
workload or one through to retirement, faculty and staff are
encouraged to read the revised Reduced Workload (Policy #59)
and to call the human resources department in order to
understand the pension and benefits implications."