Reduced Load Appointments (RLA) are subject to the following guidelines.
Tenure-track and tenured staff considering RLAs must understand that such appointments may make it more challenging to maintain the momentum necessary to meet the criteria and standards expected for reappointment or tenure. RLAs may have implications for the ability of tenure-track and tenured professors to apply for research funding, salary awards and the like, and may also make it more challenging to attract graduate students and to maintain the momentum necessary for a productive research agenda.
There is no right to RLAs. Requests are determined on a discretionary, case-by-case, basis, considering the circumstances of the staff member and the needs of the department and faculty. Any request for an RLA requires, an application by the staff member detailing the reason for the request, the written support of the staff member’s Chair and Dean detailing the academic plan during the period of the reduced load, and the approval of the Provost & Vice-Principal (Academic).
- Tenure-track and tenured staff may request a RLA of up to 20%, 40% or 50% their normal load.
- A RLA shall be accompanied by a pro-rated reduction in salary and benefits. However, staff members on RLA may elect to continue to pay their share of full employee benefits coverage, in which event the University shall also continue to pay its normal share of contributions. Salary, and merit award, will be applied on a pro-rated basis.
- The maximum period for which a RLA may be granted is three (3) consecutive academic years inclusive of any period of authorized leave taken by the staff member (example: maternity leave).