Faculty strike at Concordia enters second week
Last Thursday, 10 AUFA members joined in solidarity with striking faculty at Concordia University Edmonton (CUE), walking the picket line in blisteringly cold January weather. The CUE strike is unprecedented. It is the first post-secondary strike in Alberta’s history. This post provides some background and analysis on the strike, as well as identifying the implications for AUFA.
Background
Concordia is a private university located in Edmonton that focuses on providing high-quality, mostly undergraduate degrees. The university’s faculty association is small (~82 members) and includes faculty members, professional librarians, laboratory instructors, and field placement coordinators. Concordia also employs a large number of temporary sessional instructors who are not members of Concordia University Edmonton Faculty Association (CUEFA).
Concordia’s financial situation is strong. Its 2020/21 expenditures were $35.3 million and it generated an operating surplus of $11.5m (~33%). The previous year, its operating surplus was $7.8m. Most of the surpluses come from tuition revenue (enrollment and tuition are increasing). Overall, tuition and fees account for 64.3% of total university revenue.
At the end of fiscal year 2020/21, Concordia had $39.8m in the bank. Rather than reinvest some of that surplus to compensate chronically underpaid teaching staff, the university instead used $1.75m to buy the historic Magrath Mansion on Ada Blvd. University administration insists that the residence will serve as a campus, but it’s presently zoned as residential so it can’t be used that way. The building is also more than a century old, is architecturally unsuited for university use, and requires significant and ongoing financial resources just to maintain it.
Bargaining to Date
CUEFA has been bargaining for a new contract since early 2021. Concordia faculty have among the lowest salaries in Canada, and labour under among the heaviest teaching loads in Canada (~8 courses per year). Not surprisingly, then, fair and reasonable salary improvements, as well as a workload reduction remain top issues at bargaining.
The nexus between salary and workload is especially salient, since Concordia’s administration is demanding ever greater faculty research output in an effort to enhance the institution’s research reputation. Concordia’s goal is fine. But it can’t do that on the backs of relatively low-waged and overworked staff. The parties are also negotiating intellectual property provisions.
During bargaining, Concordia proposed new disciplinary language which appears to mean that university administrators could terminate faculty without just cause. No other faculty association in Canada has disciplinary language that gives the employer so much latitude, in part because workers know an employer will abuse such discretion. It’s also just plain unfair, and violates basic principles of any collegial workplace.
In November, CUEFA took a strike vote. Ninety-five percent of members voted and 90% of them voted in favour of a strike. Subsequently, the employer and the union were able to make some progress on faculty workload issues (but not for other members).
Concordia offered to withdraw its disciplinary proposal if CUEFA agrees to sign over its members’ intellectual property to the employer. This proposal suggests Concordia’s disciplinary language is simply an effort by the employer to generate some bargaining leverage. After the first week of the strike, Concordia withdrew this just-cause proposal.
One social media report suggests Concordia was offering:
2021/22: 0%
2022/23: 0%
2023/24: 0.5%
2024/25: 1.0%
2025/26: 1.5%
For context, inflation in Alberta in 2021 was 4.3%. Concordia declined CUEFA offers in mediation and the faculty began their strike on January 4.
Concordia not only has the capacity to pay its faculty a fair wage, but, as a private institution, it is not subject to the provincial government’s secret bargaining mandates that limit what other PSEs can agree to. Essentially, this strike is entirely the making of Concordia’s Board and president. This means that Concordia can resolve this strike at any time by returning to the bargaining table (which they have so far refused to do).
Strike Impact
One way to think about a strike is as an effort by workers to attach costs to an employer’s behaviour. If the costs are high enough, the employer will behave differently and, presumably, a mutually acceptable collective agreement will be negotiated. The CUEFA strike has (so far) generated the following costs for Concordia:
Operational: All classes are cancelled, including those taught by non-CUEFA employees (see below).
Financial: Concordia has deferred tuition deadlines and is at risk of losing an entire semester of tuition.
Reputational: Concordia has received negative media stories and social media coverage that contrast its decision to buy a literal mansion with its decision to grind faculty wages. This bad press jeopardizes Concordia’s reputation as a good employer and a reliable provider of education.
It is unclear what Concordia’s strategy is beyond trying to starve out to CUEFA. University administrators may be hoping that CUEFA will call off its strike before Concordia loses the semester and a large portion of its revenue. It may also be that Concordia does not have much of a strategy; it was reportedly taken aback that faculty were prepared to strike.
Impact on Sessionals
A largely unreported aspect of the strike is that Concordia’s decision to cancel classes has left its large complement of non-unionized sessional instructors in the lurch. These instructors, highly qualified and dedicated all, are not being allowed to teach and are not being paid even though they are not on strike.
The sessionals have few options and none of them are good. They may be able to sue for wrongful dismissal, but that is expensive, slow, and likely means they will never work at Concordia again. Alternately, they can sit tight and hope for a quick resolution. Either way, they’re facing deeply unfair financial hardships.
Settlement Prospects
Bargaining resumed after the first week of the strike. Concordia reportedly dropped its demand to fire faculty for no reason at all on the first day of renewed bargaining. Issues remaining in dispute are workloads for CUEFA members other than professors, intellectual property, and salaries.
CUEFA is reporting that its wage demands could be met with approximately $350,000 in additional funding (or, if you prefer, approximately 0.18 mansions). Concordia forcing a strike and risking its reputation over 3% of its annual surplus demonstrates astoundingly bad judgment.
One impediment to a settlement may be government pressure on Concordia to not settle for more than the government’s PSE mandate (which presently appears to mirror the AUPE government settlement). Ego may also be an issue: such a settlement would be a big step-down by Concordia bosses, including its president (and mansion enthusiast) Tim Loreman.
Implications for AUFA
The CUEFA strike has a couple of lessons for AUFA:
Pressure works, but incrementally. CUEFA made workload gains only after it took a strike vote. CUEFA forced Concordia to drop its discipline language only after striking. Essentially, each time CUEFA has upped the pressure, the employer has moved.
You can’t bluff. You have to be prepared to carry out your threats. If you won’t strike, you are stuck accepting whatever rollbacks the employer wants to impose. And the employer won’t take you seriously next time if you get caught bluffing.
Effective strikes are possible, even in a pandemic. CUEFA has fully disrupted Concordia’s operations and choked off Concordia’s main source of revenue.
Solidarity helps. Flying and digital pickets help boost strikers’ morale and amplify their message. This intensifies the pressure on the employer to bargain. CUEFA has seen strong support from other unions, faculty associations, and students.
Pressure takes time to work. It took a week of financial and reputational pressure for Concordia to drop its disciplinary demands. Having access to the CAUT strike fund allows CUEFA members the time to let the pressure work.
Employers often seek outcomes that they don’t objectively need. Concordia is flush with cash and doesn’t need wage freezes. So why did it trigger a strike? Common reasons include the employer wanting to knock workers down a peg, undermine growing worker power, appease someone powerful, and to protect bosses’ egos. Employers can also blunder into strikes by under-estimating worker resolve.
Employers don’t care about students (or other workers). Concordia’s decision to force a strike is harming students and sessionals. These predictable spillover effects are an unfortunate reality of work stoppages. It isn’t up to workers to prevent these harms—only the employer can do that.
Nonetheless, students and workers are supportive of strikes. Most have more in common with the strikers than they do with the bosses. They understand the need for fair wages and working conditions. And they understand that striking is how workers achieve those goals.
AUFA will again be joining CUEFA on the picket line on Thursday afternoon, from 1-3. If you’d like to come out, please contact me at barnetso@athabascau.ca .
You can also send CUE president and mansion enthusiast Tim Loreman and email using this CAUT mailer. So far, Loreman has received nearly 1200 emails.
Bob Barnetson, Chair
Job Action Committee