AUFA and AU conclude a successful day of bargaining, moving to monetary counters 

Photo from Unsplash 

Multiple proposals were concluded in bargaining on Sept 24th as AUFA and AU move towards a final deal in bargaining. The day was productive, including extensive exchange of opinions and ideas over harassment language and academic freedom. Monetary language was not discussed, and AU has flagged it will counter AUFA’s 20% salary proposal on October 8th.  

AUFA proposes anti-surveillance language 

AUFA has re-proposed its original Letter of Understanding (LoU) on Artificial Intelligence, to instead be one that specifically speaks about protections against IT surveillance. AUFA members routinely raise concerns about surveillance of their behaviour at work. This letter would prevent the implementation of various kinds of software and processes that could be used to monitor members.  

Progress on discipline and grievance negotiations 

Two of the most important articles in any union contract are those governing grievance and discipline. AUFA has robust and powerful language in these articles, but it is also written in a confusing manner. AU and AUFA both attempted to make changes to these articles to their advantage but have now mutually agreed to improve the articles for clarity and consistency. Should both parties come to agreement, we will explore the changes in more detail.  

Home office and anti-relocation language 

AUFA has proposed updates to home office language, which would move a Letter of Understanding into the collective agreement. This proposal includes anti-relocation protections which would prevent members from being forced to change reporting locations against their will, improve the home office stipend, and renew the home office setup payment every five years. Currently there is no easy way for an AUFA member to have the university fund new furniture.  

Harassment policy 

AU and AUFA came to an agreement for a fulsome consultation on an incoming work of the current anti-harassment policy. The Collective Agreement states that the policy can only be changed with the consent of both parties. AUFA’s primary concerns are protecting academic freedom, and ensuring that harassment complaints that illustrate long-term patterns of poor behaviour are taken seriously.  

Successful signoffs 

AUFA and AU successfully signed two more pieces of language:  

  • AUFA members can now include committee work as allowable time off under contract.   

  • A clean up update of the transition to RSL language.  

Further opportunities 

AUFA is holding special meetings with all faculties and teams to help increase communication and engagement with members. AUFA had a successful meeting with FHD already and looks forward to meeting with other members.  Dates will be communicated shortly.  

As always, please reach out to bargaining@aufa.ca or engagement@aufa.ca if you have questions about bargaining or if you have some time to volunteer.  

Your engagement is critical.  

Stay tuned for a post on de-designation coming soon. 

Solidarity, 

AUFA Bargaining Team 

Laura Jurgens