Putting Research and Study Leave into Context

As AU and AUFA continue bargaining, language changes represent the biggest gulf between the two parties. The item that has gotten perhaps the most attention from members is the employer’s proposed removal of Research & Study Leave (RSL) for professional staff.  

Previous posts have provided an analysis of the proposed changes and reflected members’ overwhelming rejection of them. Since the initial language was tabled in late January, AU’s team has signaled some minor movement by offering a small payout in exchange for the removal of the benefit for all professionals.  

While it seems that a large majority of members are opposed to this particular rollback, some members and observers may be wondering what all the fuss is about. This post responds to common concerns and puts this proposal in context.  

Concerns about professional RSL  

“Not everyone uses it” 

It has been pointed out that not every professional makes use of the RSL benefit: this is certainly true. But it’s also true that not every member makes equal use of other benefits. If anything, this is an argument for maintaining the benefit because it doesn’t cost the university anything when members choose not to apply.  

Professional members who take RSL usually find it enormously valuable, and they often return from their leave invigorated and more fully engaged in their work. Further, we’ve heard from numerous professional members who have said this benefit was a key reason they accepted employment at AU in the first place.  

We’ve also heard from many professional members who would like to access this benefit but are discouraged by the multiple barriers that often make it difficult to take this leave, including a lack of support from upper management. That professional RSLs are often shorter or part time speaks less to the value professional members place on the benefit and more to the flexible arrangements that are often the only way professional members can access this leave.  

“It’s hard to manage” 

A few members have raised concerns about operational impacts when staff take RSL. It is up to the employer to effectively manage the impact of leaves. Unfortunately, some areas do not manage this well, leading to leave denials or delays and associated stress and uncertainty. On the other hand, some teams do enjoy a healthy distribution of RSL and manage to balance workloads and impacts.  

With effective planning and support, RSL can be a net positive for individual staff members, their teams, and the university as a whole.  

“No one else has it” 

AU’s bargaining team co-chair recently highlighted that this benefit is uncommon within the sector. But there are a lot of things that make AU unique and difficult to compare to other universities in the province. Several members have shared that this benefit was specifically highlighted in their hiring process as a positive feature of employment at AU, and that it was a key factor in deciding to accept the relatively lower salary.  

Many members have even indicated they would support extending this benefit to all staff at AU, not just AUFA members. Rather than seeing collective bargaining as a race to the bottom, these members believe that we can and should be advocating for more respect and benefits to accrue to all members of the university community. Maintaining this valuable benefit for our members may also encourage other workers and employers to initiate something similar.   

“It should only be for academics” 

Another argument AU’s bargaining team is making seems to be that only academics take RSL as it is intended: to publish and disseminate research. Setting aside the fact that some professionals do indeed use the leave to research and publish (and the problems with the “publish or perish” culture in the academy), this is an extremely narrow view of the value of this benefit. Providing staff with dedicated time to focus on scholarly and professional pursuits is a way of demonstrating the respect and value that AU claims to have.   

Context matters 

The recent communication from AU’s bargaining team highlighted that AU’s offer of a one-time payout is time limited. Leaving aside the details of exactly how much this benefit might be worth in purely financial terms, there are a number of issues to highlight with this approach.  

First, the timing is very curious. AU only tabled its full proposal in late January, after more than six months of active bargaining. If this RSL issue was such a priority for the employer, why was it not included with the in-going (incomplete) proposal tabled nearly one year ago? Why the rush now?  

The explanation for this current “take it or leave it” approach is that the one-time payout is only possible because of an “unexpected one-time forecasted favorable operating budget variance.” Previous communications from the provost have highlighted an approximately 12% drop in enrolments as a cause for concern. However, this drop likely represents a levelling out of longer-term enrolment trends after a large COVID-related increase. As well, AU is not facing the same deep cuts to operating grants as most other universities in this province. That is, AU seems to be in good financial health and can afford to maintain or improve AUFA members’ current benefits.  

Second, RSL is only one of several significant rollbacks included in the employer’s offer. It would also weaken protections against discipline, increase managerial control over academic promotion and tenure processes, remove workload protections, and reduce job security for professionals, among other changes. AU is now putting pressure on members to agree to these sweeping changes by offering a one-time payment that only relates to one item.  

Finally, many members have pointed out similarities between AU’s approach to bargaining and the attempt by the employer to remove professionals (as well as other academic staff!) from the AUFA bargaining unit in 2019-20. The implication that professionals don’t deserve the same benefits and protections as academics are especially reminiscent of that distressing time.  

Divide and conquer 

Given these factors, it is difficult to see AU’s proposal and pressure tactics as anything other than a divide and conquer strategy. AU’s communications have consistently painted AUFA as aggressively preparing for a strike, when the reality is that AUFA members have been forced to defend our valued benefits and protections from an employer seeking sweeping and negative changes in our contract.  

AUFA members came together to prevent the de-designation of hundreds of colleagues, and we can come together in solidarity again. In polls, surveys, town hall meetings, and other forums, AUFA members have overwhelmingly signaled that they do not support the employer’s attempts to sow division and discord.  

A strike is a last resort if the employer refuses to back down from the deep, insulting, and unnecessary rollbacks it is seeking. While a strike would be distressing and disruptive for members, our colleagues, and our students, the alternative could be much worse in the longer term. Being forced to accept these rollbacks would lead to burnout, turnover, and extremely low morale – at a time when faculty and staff would much rather feel respected, valued, and positive about the future of this university.  

Rhiannon Rutherford 

Chair, AUFA Membership Engagement Committee 

Your Turn  

The Membership Engagement Committee is coordinating member-to-member calls to chat about how folks are feeling about bargaining. If you would appreciate a personal contact from another member, please leave your name below.  

You may also use this space to share feedback about the bargaining process or anything else that’s on your mind.