AUFA proposes 20% raise in monetary counter
After a brief pause in August, bargaining sessions resumed between Athabasca University and AUFA on September 5th. We continue to see a positive and collegial tone at the table and are pleased with our progress to date. The discussions remain respectful and productive, with continued significant progress on several issues. AU and AUFA have scheduled multiple bargaining days throughout October. Although bargaining has been collegial thus far, the most difficult conversations have been held back until now. Further communications regarding bargaining will come to AUFA members through multiple channels.
Notably, regarding monetary matters, AUFA submitted a counterproposal of a 5% increase over four years for a total of 20%, which is currently under review by AU’s team. This pay increase is retroactive and would apply to new hires per our offer. We feel this offer is a fair first step, consistent with other initial offers by unions, and reflects the realities of inflation and a skyrocketing cost of living. AU’s offer to AUFA is currently 2% for two years followed by 1.75% for two years, for a total of 7.5%. This is well below other settlements across the province. AUPE Local 69, representing support staff at AU, have also proposed a 20% raise. Other monetary items remain as originally proposed.
Signed Articles and Agreements
Both parties have made positive strides in signing off on several items:
Article 3 - Tenure and Promotion Process: A Letter of Understanding (LOU) was signed to establish a joint Tenure and Promotion Review Committee. This committee will examine the current tenure and promotion procedures, discuss potential improvements, and recommend changes to Article 3 of the collective agreement.
Market Supplements: A Letter of Agreement was signed to address market supplements, including enhanced protections and language for members. Notably, if market supplements are not renewed, the Board must provide written notice at least six months in advance. If notice is given later than six months before the end of the supplement, the supplement will continue to be paid out for the six-month notice period. Previously, market supplements could be canceled without consequence.
LOU Research and Study Leave for Librarians (RSL): We have agreed upon language to support RSL for specific positions to improve clarity.
Additionally, there was a productive discussion regarding Maternity and Parental Leave. AUFA appreciates the participation of Joanne Raycraft (AU) and Dr. Susan Cake (AUFA), who provided valuable insights and guidance to improve the current agreement, ensuring alignment with employment standards across Canada.
Next Steps
Several topics remain to be discussed, including monetary negotiations. Both sides have committed to multiple bargaining sessions this fall, aiming to reach an agreement before the end of the year. The next meeting is scheduled for September 24, 2025, to continue these discussions.
As bargaining accelerates towards a deal, it is important that AUFA members are involved and engaged. If you would like to volunteer with AUFA, please contact engagement@aufa.ca