Employer continues to refuse to table monetary proposals: mediation welcomed

In our recent communications related to bargaining, AUFA has focused on discussing non-monetary issues. This is because AU has refused to continue monetary negotiations and counter-propose to AUFA’s last offer. This has left us with few updates to share with the membership relating to monetary items. Here is where things stand with regard to monetary proposals as we prepare to enter informal mediation with the employer on Friday, November 21. 

In the interests of good-faith bargaining, AUFA opened negotiations back in June 2024 with our full monetary proposal, including: 

  • A $25,000 flat increase to all AUFA member salaries; 

  • wage increases from July 2024 tied to the consumer price index; 

  • an “us-too” clause, wherein AUFA’s wage increases would be matched with those of other post-secondary unions should those latter increases be higher than ours (i.e., if another FA gets a 15% lift and we had agreed to 12%, we will get 15% too); 

  • agreement that AU shall pay all benefit premiums going forwards; 

  • increases to various areas in the collective agreement that have monetary value, such as the discretionary benefit fund, PD, research funding, and introducing a childcare benefit. 

AU initially refused to discuss their monetary proposal at all, forcing AUFA to lodge a complaint with the labour board. AU then finally tabled their monetary offer in April 2025, proposing a 7.5% increase over four years. With monetary fully (and finally) on the table, both parties went on to negotiate remaining non-monetary articles with renewed focus.  

In September, AUFA countered AU with a revised monetary proposal, asking for a 20% wage increase over four years. AUFA also proposed holding off on trading away our remaining language in order to preserve some leverage in bargaining. AUFA anticipated that AU would come back to the table with the expected government mandate of 12% over four years, plus “sweeteners” in the form of additional increases to PD and other funds. Instead of offering 12%, however, AU countered on Oct. 8 with an offer of 10% over four years. AUFA's bargaining team then essentially told the employer to stop messing around, and to return to the table with what we all know to be the government-mandated 12%. 

On October 20, AUFA shared with the employer our most recent counter-offer. AUFA’s revised offer proposed: 

  • An 18% wage lift over four years; 

  • an initial $15,000 lift across salary scales; 

  • an increase to pay ceilings; 

  • increases in other financial areas of the contract including health benefit premiums, PD funds, and discretionary benefit funds.  

After considering our counter-offer, AU claimed to find it so impressive that they would require more time to respond to it, requesting we cancel our scheduled October 23 bargaining day in order to do so. AUFA agreed to cancel this session with the express understanding that AU would table their newest monetary offer on October 28, the next scheduled bargaining date. 

To AUFA’s consternation (but sadly, not surprise), AU of course did not present a monetary counter on October 28th. Instead, AU said they would “strive” to have one ready by November 12. When pushed, AU moved the goalposts once more, asserting that, actually, they would not offer their monetary counter until some open articles were signed off on. Accordingly, AUFA signed and sent these articles to the employer, but, yet again, AU ignored this and once more let us know that they would “strive” to get their monetary offer to us in November. The entire reason AUFA wanted to share our monetary proposals early on was so that we could discuss trades and compromises between monetary and non-monetary articles; however, AU keeps trying to close off language/monetary trades as a negotiating option. 

Subsequent to bargaining breaking down on October 28, AU requested we move to informal mediation. In light of these frustrating and evasive tactics on the part of the employer, AUFA’s bargaining team considers informal mediation a welcome opportunity to force AU to stop moving the goal posts and to negotiate in good faith. Bargaining will resume on November 21, January 8, and January 9, with mediator Deborah Howes present. With bargaining now moving into 2026, AUFA will continue to press to get a deal, and sincerely hopes that AU will stop delaying. 

As a final note, mediation requires both parties to agree upon rules regarding communication with stakeholders external to the respective bargaining committees. This means that there may be aspects of the process we cannot immediately share. After Friday’s initial mediated session, we will have a better idea of what we will be able to share with our members. 

BlogDavid Powellbargaining, monetary, mediation