After another marathon day of mediator-assisted bargaining, AU and AUFA have reached a tentative agreement. Employer concessions contained in this new agreement no doubt reflect AUFA members’ strong rejection Monday of AU’s last ‘final’ offer. As a result, the AUFA bargaining team is recommending members vote to ratify this agreement.
AUFA is holding a town hall today at 2:00pm to discuss the substance of the tentative agreement, as well as what AUFA’s next steps might look like. In the meantime, this blog post provides a summary of the tentative settlement’s key items. For reference, the entire tentative agreement is attached below.
2022 04 07 PROPOSED MEMORANDUM OF SETTLEMENT (Tentaive Agreement) (00160919).pdf
The agreement uses the mediator’s report as the basis for most of the agreement. Most items in that report remain unchanged, including:
Cost-of-living-adjustment:
The Government-mandated COLA increase of 1.25% (April 1, 2023), 1.5% (December 1, 2023) and an increase of 0.5% (retroactive to December 1, 2023) contingent on provincial gainsharing formula remains unchanged. This 3.25% COLA increase over the life of the contract appears to be pattern across most of the Alberta public sector.
Working-from-home allowance payments:
Anyone who has not received the full $2000 for home office start-up will receive a ‘top up’ to make up the full $2000;
Home-based staff with six years of service (and who received $2000 upon hiring) will receive an additional taxable $800 immediately.
All AUFA members will receive an increase to their monthly allowance for internet and other office-related expenses from what it had been (roughly $61 per month for academics and roughly $50 per month for professionals) to $35 biweekly.
Joint committee to study Article 3: Academic Promotion and Tenure
Improvements to Compassionate Care Leave
Improvements to Occupational Health and Safety language
Language to include Joint Equity Committee in development of EDI framework and pay equity review
Withdrawal of employers’ outstanding concession demands
The main changes in the tentative agreement relate to Research and Study Leave (RSL) benefits for Professional members. The proposed agreement removes Professionals’ eligibility for RSL going forward, with the following conditions:
No RSL days will be accrued going forward. New hires will not be eligible for RSL. Approved RSL leaves will be honoured.
Professionals will earn 30 days professional development leave per year (up from 21). Twenty-one days can be accrued per year to a maximum of 126 days (6 months).
Members can apply for leaves up to a maximum of six months. Members will need to apply for leaves longer than 21 days under new language that replicates the current process under RSL Leaves. If denied once, a second application will be given priority and not unreasonably denied.
Professionals with more than six months leave accrued will retain that leave, with no deadline on usage. Until their accrual drops below six months, they will only receive 21 PD days per year without accrual.
When a professional has fewer than six months RSL accrued, the leave will be converted to PD leave according to the formula in Schedule F and added to their PD bank.
Librarians will continue to be eligible for RSL.
For clarity: in return for giving up RSL leave going forward, professionals will earn an additional 9 days of PD per year and will be able to accrue up to 21 days per year to a maximum of 6 months. Current RSL accruals above 6 months will be retained and others converted with a formula equivalent to receiving 100% pay for RSL leave.
The bargaining committee recognizes this deal does not provide a full return for professionals on the value of their RSL entitlements. It does, however, provide more than the original mediator’s report in that it retains accrued leave at full value and provides professionals with 9 additional PD days per year going forward. This equates to a value of 3.6% of annual income.
AUFA’s bargaining team is recommending this deal because we believe it is the best that can be achieved under current circumstances. The provincial government’s secret mandate has seriously undermined the basic integrity of the bargaining process, and severely limited what can, and cannot, be achieved at the table. This is especially true in terms of matters involving money.
As always, of course, any final decision on whether to accept this tentative agreement rests solely in the hands of AUFA members. This is, after all, your collective agreement, and AUFA’s bargaining committee works for you.
On behalf of the Bargaining Committee,
Jason Foster