At the January 21 collective bargaining session, AU proposed significant rollbacks to AUFA research and study leave (RSL) rights (colloquially called sabbaticals). A poll of AUFA members generated more than 150 responses (n=156, ~36% of membership). AUFA members overwhelmingly rejected the proposed rollbacks and indicated a strong willingness to strike over them. Specifically:
82.7% of respondents rejected the elimination of professional RSLs.
89.7% of respondents rejected reductions to academic RSLs.
74.4% of respondents indicated they would strike over this issue.
The major themes in the comments made by respondents who would reject AU’s proposed rollback were:
There is no demonstrated need for these proposed rollbacks and they are insulting.
These rollbacks are part of a broader pattern of targeting professionals for disproportionate rollbacks.
Reductions in RSL entitlements will negatively affect recruitment, retention, morale, and skill maintenance.
The comments made by the small number of respondents who would accept AU’s proposed rollback were more diffuse:
Some members are reluctant to strike for any reason.
Some members would accept an RSL rollback only if it were coupled with offsetting wage improvements (e.g., sabbaticals are worth about 11.4% of professional wages).
Some members would not strike solely over sabbatical rollbacks, but might strike over other issues or the overall package.
Pretty clearly, AUFA members will not ratify an agreement with these rollbacks in them. And, if AU insists on these rollbacks, AU is heightening the risk of a work stoppage.
ESA Exemption Received
On February 1, AUFA was notified by the Alberta Labour Relations Board that its application for an exemption to the requirement for an Essential Services Agreement (ESA) was granted. In effect, the Board accepted AUFA’s assertion that AUFA members do not perform essential services as defined by the Labour Relations Code.
This is a good thing as far as bargaining goes, because the exemption means that AUFA and AU are now able to enter formal mediation in an effort to conclude an agreement. It remains up to the AUFA bargaining team and executive to strategize whether and when to trigger formal mediation.
If formal mediation is unsuccessful, then the mediator may propose a settlement (in which case, AUFA members and the Board would vote to accept or reject). A failure to reach an agreeable settlement would then trigger a 14-day “cooling off” period. After this cooling off period, AUFA may take a strike vote and/or the Board may conduct a lockout poll to authorize a strike or lockout (respectively). Bargaining can, of course, resume at any time during this process because the ultimate goal is a new agreement.
Bob Barnetson, Chair
Job Action Committee