This page has important information for candidates being considered for positions at Carleton.
Welcome to Carleton!
Congratulations on receiving an interview for, or an offer of, an academic position at Carleton University. Full-time academic staff at Carleton are represented by the Carleton University Academic Staff Association, Ontario’s oldest academic staff union. This page is designed to introduce you to Carleton and some of the terms and conditions of employment for its academic staff.
Certified under the Ontario Labour Relations Act in 1975, CUASA is the oldest academic staff union in Ontario. The primary purposes of the Association are to promote the well-being of the academic community, to defend academic freedom and to promote the individual interests of its members, as well as to maintain the quality and integrity of the University as an academic institution.
Once you have been hired, you are required by law to pay union dues. You have a choice about joining the Association and participating in the democratic processes of CUASA. Whether you join or not, CUASA represents you.
CUASA’s six full-time staff members are always available to assist you:
- Christal Côté, Director / Senior Grievance and Arbitration Officer
- Deborah Jackson, Office Manager
- Josh Horton, Member Services and Communications Officer
- Alex Aucoin, Grievance Support Services Assistant
- Hanan Mankal, Grievance Support Services Assistant
- Liala Swayty, Assistant to the Director
You can find information on how to contact us here.
Understanding and Negotiating Salaries
Your negotiation for a starting salary is vitally important. It determines your career earnings and your final pension.
Management will make a salary offer based on parameters such as your experience, the department/unit you’re being hired into, market factors, and budgetary considerations. You have the freedom to negotiate your starting salary.
Other Things to Keep in Mind:
- Salary floors provide little information with respect to negotiating an appropriate starting salary.
- There is no firm “hiring” rate.
- A salary offer denotes the point at which you start your negotiations for your entry salary.
- The point of initial hire on a preliminary appointment is the only time you get to negotiate your salary.
- You may also need to negotiate the employer’s contribution to relocation costs.
We can make suggestions for your salary negotiation. You are free to ignore these suggestions and negotiate whatever you can.
CUASA and Carleton are also currently working toward a Gender Pay Study to determine if a gender pay gap exists. Once the study is completed, the parties will discuss a plan to address any gender equity salary gaps identified.
A comprehensive set of health and dental benefits has been negotiated for our members. These include prescription drugs, vision, dental, life insurance, travel insurance and long term disability coverage.
More information on the benefits offered to CUASA members is available here.
In addition to health and dental benefits, members are provided with:
- A Professional Expense Reimbursement account for expenses related to your duties. For the 2021-2024 collective agreement, the PER sum is $2,200 per year.
- All new CUASA hires receive $1,500 toward the purchase of a laptop or desktop computer of their choice. This is in addition to the PER fund or any negotiated start-up research funds.
- A hybrid defined benefit/money purchase pension plan.
- Free tuition for yourself, your spouse and your dependents under 26 years of age.
- Parental (maternity, parental and adoption) leave at 95% of salary for up to 52 weeks (depending on employment insurance eligibility). Employees on maternity leave have the option of taking extended parental leave up to 61 weeks (for 76 weeks total), during which the supplemental income benefits will be pro-rated and extended for the leave period.
- Access to health care providers and athletic facilities.
Sabbatical leave is a right at Carleton. The first sabbatical is at 100% of your nominal salary. After that, full year sabbaticals are compensated at 85% of your nominal salary. Those who have taught elsewhere may be eligible for up to two years sabbatical credit.
Tenure or confirmation is the final step of the preliminary appointment for academic staff. As there are significant differences in these processes, it is best to speak with a CUASA representative for personalized advice. Feel free to contact us for more information.
As a CUASA member, you will also be a member of the Canadian Association of University Teachers. Founded in 1951, CAUT is the national voice for academic staff representing 70,000 teachers, librarians, researchers, general staff and other academic professionals at some 123 universities and colleges across the country.
There are many benefits to CAUT membership including discounted insurance rates, health coverage and a subscription to the CAUT Bulletin. For more information visit www.caut.ca.
For additional assistance, do not hesitate to contact the CUASA Office. Other resources include:
CAUT Handbook for New Faculty: Negotiating Starting Salaries
CAUBO Moving and Relocation Services