University and AASUA reach tentative agreement, strike threat ends

The University of Alberta and AASUA have reached a tentative agreement on a renewal collective agreement. The university extends its thanks to both bargaining teams for their work in reaching this negotiated agreement.

Highlights of the tentative agreement

• A four-year term, from July 1, 2024 to June 30, 2028.
• A 3% across-the-board salary increase in each year of the agreement, applied retroactively in the first two years (July 1, 2024 and July 1, 2025).
• To address AASUA’s stated priority, increased per capita funding to ensure the Academic Benefits Plan remains unchanged and employer-paid for a projected 9 years including a one-time $2,000 per capita increase.
• A 17% increase in the minimum Academic Teaching Staff (ATS) per course rate from $7,336 to $8,621 for eligible members.
• New entitlement to parental leave top-up for eligible members in the Temporary Librarian, Administrative, and Professional Officers (TLAPO), Trust/Research Academic Staff (TRAS) and ATS constituencies.
• New entitlement to professional leave for Career Status ATS members.
• Agreement in principle for a Librarian promotional model.
• Removal of two-tier ATS salary scale and enhanced rights of conversion to Career Status for eligible ATS members.

No strike vote

As a result of the tentative agreement, AASUA has cancelled the strike vote planned for Oct. 6 to 9. Should the tentative agreement be ratified there would be no threat of disruption to learning or research for the term of the agreement.

Path to an agreement

As stated at the exchange of initial proposals in March 2024, the university seeks an agreement that is fair, equitable and responsible, and that considers the varied interests of the university community. Following 18 months of bargaining sessions, including informal and formal mediation, the university tabled its Best Offer on Monday, Sept. 29. The university feels that the resulting tentative agreement is fair, equitable, and responsible.

The parties did not achieve consensus on all items proposed, and many issues required compromise from both parties. The ASRP salary cap, impacting only academic staff members with continuing appointments making over $209,233, remains unchanged, however this allowed the parties to allocate increased funding to the benefits plan which supports the vast majority. This maintains the benefits, 100% employer paid, for a projected nine years. Similarly, while no agreement was reached on some of the parties’ proposed conversion rights for ATS members, the agreement does provide greater rights of conversion and job security.

Though a challenging process at times, the university acknowledges and thanks the commitment and work of both bargaining teams, as well as the patience and feedback of the community. This ultimately led the parties to a tentative agreement which considers the fiscal constraints and broader considerations of the community in a fair deal with tangible improvements for all academic staff members.

Ratification and next steps

Remaining details will be finalized by the bargaining teams, and the tentative agreement will then be formalized by a Memorandum of Settlement and presented for ratification by both parties. Once ratified, the agreement becomes the renewal collective agreement. In the meantime, the existing agreement remains in force and university operations continue as usual.

More information on the bargaining process, including ratification, is available on this website.