Last week, the Alberta Union of Provincial Employees published an update regarding contract negotiations for workers employed by Athabasca University.
AUPE represents around 270 support workers at the university, including administrative support, programme advisors, various technicians, various clerks, financial aid advisors, academic advisors, evaluators, and workers in IT, circulation, distribution, capital projects, purchasing, groundskeeping, and the mailroom.
The most recent collective agreement these workers had expired in June 2024, over 2 years ago.
Collective bargaining between these workers and Athabasca began nearly 2 years ago, in September 2024, but bargaining on monetary issues (such as wages and benefits) started only last July, nearly a year later.
At that meeting, Athabasca University offered 1.875% each year over 4 years, which amounts to 7.5% over the life of the contract, which the bargaining team for the workers called “insulting”.
Three months later, the university increased their offer to 10% over 4 years, with 3% in each of the first 2 years and 2% in each of the last 2 years.
The bargaining team told Athabasca University that they were unwilling to accept anything less than 12% over 4 years, which is what public sector workers throughout the province, including AUPE members, have been receiving over the past year or so.
And that seems reasonable, given the number of wage freezes they have received recently. Here is a look at their wage increases over the last 2 collective agreements.
| 1 July 2017 | 0.00% |
| 1 July 2018 | 0.00% |
| 1 July 2019 | 1.00% |
| 1 July 2020 | 0.00% |
| 1 July 2021 | 0.00% |
| 1 July 2022 | 0.00% |
| 1 April 2023 | 1.25% |
| 1 December 2023 | 1.50% |
That is 3.75% over 7 years.
Inflation between July 2016 (the last raise prior to these two contracts) and July 2023 rose by 20.62%, which left these workers with a real wage cut of 16.87% after two contracts.
The original proposal of 7.5% is not even half the amount needed to make up for those lost wages, and 10% barely comes closer. Evenat 12%, these workers will still fall short of keeping up with the increased cost of living.
Speaking of which, last week’s update from AUPE announced that the two parties had reached a tentative agreement and that the agreement did indeed contain 12% increase over 4 years.
| 1 July 2024 | 3.00% |
| 1 July 2025 | 3.00% |
| 1 July 2026 | 3.00% |
| 1 July 2027 | 3.00% |
| 12.00% |
Keep in mind that because this 12% is spread out over 4 years, it means another 4 years of inflation, which will erode the strength this increase has in addressing the cut to real wages over the last two contracts.
The increases are retroactive, so workers can expect additional funds on an upcoming paycheque to help make up for the fact that the university dragged out negotiations as they insisted on avoiding paying out 12% over 4 years.
Workers can expect a handful of other changes in the new agreement, which has already been ratified by the workers and the employer.
The discretionary fund, which is equivalent to a flexible spending account, will increased to $1,200 from $875.
Workers will be able to take two personal days per year, as part of the 10 working days of personal leave allocated per year.
Workers can now file grievances if they receive a rating below fully satisfactory during their formal annual performance assessment.
Athabasca University has agreed to review benefits before the new deal expires in 2028 to present options to the joint employer–union benefit committee for consideration.
