Mid Career Options

The Carleton University Academic Staff Association (CUASA) and the employer developed a package of mid-career options which may be of interest to you. These options were designed to provide members of the academic community with more flexibility in determining their career structure.

The detailed provisions of most arrangements may be found in the CUASA Collective Agreement. This brochure highlights the various options. Consequently, the description it provides has no legal significance, except insofar as it accurately reflects the terms of the Collective Agreement.

If you are interested in any of the following arrangements contact the CUASA Office to discuss the options in detail and to assist you in assessing their relative usefulness. We have model wording for applications on the various options. Application for any of the options should be made through your dean. All discussions will be held in the strictest confidence.

The options include:

• Reduced Time Appointments
• Reduced Workload with Pro-Rated Pay
• Semi-Retirement
• Voluntary Separation
• Early Retirement
• Retirement

Reduced Time Appointments

Perhaps you are interested in an extended part-time arrangement at the University? A reduced-time appointment is similar to reduced workload in all its basic features, but this arrangement is considered to be an on-going one. However, you retain the opportunity to reverse your decision and return to full-time work under the following conditions:

• resumption of full-time status must occur within five years of taking a reduced-time appointment; and,
• 12 months notice of intention to resume full-time status must be given before the fifth year of reduced-time service commences.

You retain complete access to all University facilities and receive the normal job and benefit protection, although your salary is reduced in accordance with the reduction in appointment status. Reductions in salary have implications for both pension and long-term-disability insurance. An individual may "top-up" the pension premiums within Income Tax regulations (see Frequently Asked Questions).

The description provided above has no legal significance, except insofar as it accurately reflects the terms of the Collective Agreement. For the exact language, please read Article 9.10.

Reduced Workload with Pro-Rated Pay

If you would like more time for extra-University projects and initiatives, that cannot otherwise be accommodated, you may wish to consider applying for a reduced workload.

The reduced workload option is extremely flexible in terms of what fraction of a normal workload you would be expected to assume and how long this arrangement would last. According to the Collective Agreement, your obligations with respect to teaching, research, and service could be reduced by up to two-thirds of a full workload. There is also flexibility in determining the actual distribution of workload within these three areas.

You retain complete access to all University facilities and receive the normal job and benefit protection, although your salary is reduced in accordance with the reduction in workload. Reductions in salary have implications for both pension and long-term-disability insurance. An individual may "top-up" the pension premiums within Income Tax regulations (see Frequently Asked Questions).

The description provided above has no legal significance, except insofar as it accurately reflects the terms of the Collective Agreement. For the exact language, please read Article 13.5.

Semi-Retirement

If you are over 55 years of age and have been at Carleton for 10 or more years, you may wish to consider the special reduced-time provisions for long-service employees.

Under this arrangement, your workload would be reduced by 50 percent. However, unlike other reduced-workload arrangements, your salary would not be simply pro-rated according to workload. Rather, employees would be eligible for an additional stipend for each year of full-time service at Carleton beyond 10 years to a maximum of 15, resulting in a maximum salary of 65 percent of nominal.

You would also receive full pension protection, with the employer making up the difference between actual and nominal salary contributions to the pension fund. This special reduced-time arrangement is conditional on the employee agreeing to retire early on either July 1 or January 1 as follows:

• reduced time at age 55 retire within 5 years of taking up the option
• reduced time at age 56 or 57 retire within 4 years of taking up the option
• reduced time at age 58 or older retire within 3 years of taking up the option.

Normally, the employee shall take up the option on either July 1 or January 1 with at least six (6) months notice provided to the appropriate dean or University Librarian.

The description provided above has no legal significance, except insofar as it accurately reflects the terms of the Collective Agreement. For the exact language, please read Article 13.6.

Voluntary Separation

Academic staff who plan to leave the employ of the University may apply for a voluntary separation payment.

The employer will consider each application in the context of its academic and financial implications for the University. However, applications received after December 31, 1997 will only be considered under most extraordinary circumstances. If the application is acceptable, the employer will offer a separation payment based on length of service at Carleton.

The description provided above has no legal significance, except insofar as it accurately reflects the terms of the Collective Agreement. For the exact language, please read Article 22.5.

Early Retirement

In light of the University's academic and financial needs and only under the most extraordinary circumstances, a modified form of the voluntary separation arrangement may be available to academic staff who are within a few years of normal retirement age and who have decided to leave the University. The actual amount of the stipend is calculated according to years of service at Carleton and years remaining until normal retirement age.

Those granted this option will continue to have their benefits protected as specified in Article 40.10 and 40.12 of the Collective Agreement. In addition, those retired Assistant or Associate Professor employees who wish to continue their scholarly and/or professional activities may apply to become adjunct professors. If you retire as a Full Professor you are automatically a Professor Emeritus. More information on honourary ranks is available on the Carleton website.

The description provided above has no legal significance, except insofar as it accurately reflects the terms of the Collective Agreement. For the exact language, please read Article 22.5; Article 40.10 and Article 40.12.

Retirement

Provisions for retirement are the subject of Article 40.8 of the Collective Agreement and The Carleton University Retirement Plan.

Effective December 12, 2006, the Province of Ontario eliminated mandatory retirement. Retirement timing is, therefore, a matter of choice.

A Member of the Carleton University Pension Plan may postpone the commencement of the benefit payable pursuant to Section 7.02 (of the Pension Plan Text). In no event, however, may receipt be postponed beyond the end of the calendar year in which the Member attains age 71, or such other time as is acceptable under the Income Tax Act.

More information on retirement may be found at CUASA's Retired Members page or the Carleton University HR Retirement Planner.

The description provided above has no legal significance, except insofar as it accurately reflects the terms of the Collective Agreement. For the exact language, please read Article 40.8.