Next steps in negotiations between University of Alberta and AASUA

University remains ready to negotiate while AASUA seeks strike mandate

Typical bargaining practice is for the parties to exchange proposals in an effort to find common ground. While the university adjusted its tabled proposals repeatedly during recent mediation, AASUA was not prepared to move off of a number of positions it tabled months ago.

Instead of engaging at the table, AASUA prematurely ended formal mediation last week when they walked away, cancelling the two remaining scheduled meeting dates in October and stating they did not want the mediator to make a recommended settlement. AASUA also walked away from informal mediation in March and was only compelled back to the table when the university applied for formal mediation.

Rather than present a counter proposal and work to reach an agreement, AASUA has since spent its energy to secure dates for a strike vote, which has been confirmed by the Alberta Labour Relations Board to take place October 6 - 9.

A strike vote is a vote to strike, not a vote for a better deal

AASUA has repeatedly stated that a strike mandate would compel the university to table a proposal more aligned to its demands. This is simply not accurate: a strike vote is a vote to stop work and go on strike - it is not interpreted by employers in any other way.

This tactic is unnecessary, creating risk and uncertainty for our students, research, and the community that would be impacted negatively by a strike. The university has made repeated adjustments to its proposals in an attempt to respond to AASUA’s shifting focus, however these proposals have been met with little engagement.

Strike would have very real, negative impacts on the entire university community

A strike by AASUA would have very real impacts on learning, research and university operations.

• Teaching and courses would stop.
• Research would stop, with only limited research activity as agreed to in the Essential Services Agreement and Research At Risk of Irreparable Damage list.

For striking employees:

• Pay would stop and would not be backdated or reimbursed when the strike ends.
• Benefits would stop (except where the union chooses to pay for insured benefits in accordance with the Alberta Labour Relations Code, and for all other benefits where the university permits the union to pay for continuance).
• No access to U of A email, email forwarding, Google Drive or other assets as CCIDs would be suspended.
• New research grant applications would not be processed.
• No WCB coverage.
• Pension contributions and accrual of pensionable service stop and cannot be bought back.
• No access to university property, facilities or resources outside public access.
• University-issued cellular phones, phone lines and voicemails would be suspended.
• P-cards would be deactivated.
• Sabbaticals and administrative leaves would stop, including any access to university funds and other resources.
• Field research stops and researchers would be recalled.
• Workers on travel for work would be recalled home.

Strike impacts on students

The university would take steps to minimize negative impacts on students’ academic progress to the extent possible. While many services, including student housing, would not be interrupted, all learning would stop. We understand that the circumstances have the potential to impact the community in very real, differing ways. Supports are available to help you manage those impacts.

Strike impacts on remaining staff

Employees who are not AASUA members would continue to work and be paid, even if their work or research is disrupted or they are otherwise unable to perform regular duties because of the work stoppage. This includes graduate students who have employment through the university.

Next steps

As a next step, the university will be applying to the Alberta Labour Relations Board for a lockout poll. A lockout of academic staff members could be necessary for liability, safety and operational considerations, preventing access by AASUA members who would not be protected by Workers Compensation, for instance, and not considered to be employed during a strike. Lockouts are the employer’s version of a strike and serve a similar purpose in bargaining. Following AASUA’s declaration of an impasse last Friday, the parties are now in a mandatory 14 day cooling-off period lasting until October 4. It remains possible to resume negotiations at any time.

The university has been transparent about the environment in which negotiations are taking place, including provincial directives, inflationary pressures and constraints on revenue. The university remains ready to negotiate a renewal agreement that considers the valued contributions of AASUA members within this broader context and realities, once AASUA is ready to return to the table.

More information and supports are available

The university understands that a potential work stoppage is an unfamiliar and complicated process for many in our community. Concerned students, staff and community members have already begun reaching out with questions about strike impacts. As we navigate the coming weeks, the university will continue to provide regular updates, guidance and information for the community.