Skip to main content
Jump to
Jump to
Admissions
About Waterloo
Faculties & Academics
Offices & Services
Support Waterloo
Open Search Location
Search for
Search Location
On all sites
On this site
Office of the President
Menu
Office of the President Home
Meet the President
News
News
Events
News & Communications
Waterloo at 100
Priorities
Priorities
Strategic Plan
Sustainability
Governance
Governance
Former Presidents
U15 membership
Contact
Contact
Directory
Request for President's participation
Suggestion Box
±
Virtual Town Hall Q and A: Employment Matters
A-Z
New
Category
Could you advise what will occur around Salary Increase Advice, reflecting the merit adjustment?
Do you foresee layoffs in the future?
For the food services staff that obviously are not employed right now, are they receiving any sort of remuneration?
I had a 1 year + 1-year contract. I'm sure some are in the same situation, but wasn't approved for my 2nd year. Not a new employee yet about to be let go. Priority was said to save jobs, but how is this showing that?
If the University of Waterloo finds itself facing large scale staff layoffs as a result of the current and evolving situation, would it consider asking staff/faculty if they would take a wage cut to maintain jobs?
If you expect lower student enrollment numbers, then should staff not get paid less as they have a lower professor-to-student ratio, and a smaller workload? Also, then should students not get a lower cost of tuition?
Just wondering in light of our financial situation if the University might be considering an early retirement incentive?
Long term, will the university change policies that currently limit and discourage work from home?
Should staff be concerned that their jobs, i.e. hours/pay will be reduced?
What is UW doing to maintain these key department advising staff, especially those on contract, who are imperative to ensuring a quality program is offered to students by UW and ensure UW is continued to be viewed in such high-regard?
Why preserve all employees? Why not lay off the least productive and least essential to free up money for the most productive?
Will the university be leveraging Policy 39 & 59, in terms of offering further incentives, in order to reduce salary expenses?
With the financial situation being so unknown, why was the option of not getting our yearly salary increase brought up as an option?
Would UW consider not giving staff the 2% salary increase? This way it hits everyone evenly and also helps reduce the overall operating budget?