Collective Bargaining Frequently Asked Questions

Updated: June 27, 2024

What is the collective bargaining process? How are agreements reached?
See About University of Alberta Collective Bargaining
What does it mean to be a unionized employee?

Most U of A employees are represented by one of the four unions listed below. The union negotiates the terms and conditions applicable to the employment of its members through collective bargaining negotiations with the university.

What does the negotiations process look like?
Negotiations are one step of the bargaining process. After both parties exchange opening proposals, teams representing the U of A and the bargaining agent meet regularly in a series of negotiation sessions. The bargaining teams meet in good faith and make every reasonable effort to reach a renewed collective agreement. If an impasse arises which can not be resolved in negotiations, there are several methods for resolving disputes. Read more on the bargaining process and how agreements are reached.
What happens if the current collective agreement expires before a renewal agreement is reached?
The terms and conditions of the collective agreement bridge and continue to apply beyond the expiry date, unless there is a strike or lockout in which case the terms and conditions cease to apply upon the beginning of a strike or lockout. During negotiations, university activities, including learning, research, teaching and other work continue as usual. It is common for negotiations to continue beyond the expiry date of a collective agreement as the representative bargaining teams work together towards a renewal agreement.
What is an essential services agreement?

At any time, collective bargaining parties may negotiate essential services that would continue to be performed by unionized employees in the event of a work stoppage. In Alberta, essential services agreements allow strikes and lockouts by public sector workers and their employers, while still requiring essential public services to be available to the general public during labour disputes. Essential services are those that if interrupted would endanger the life, personal safety or health of the public, or that are necessary to maintain and administer the rule of law and public security.

An essential services agreement is not required in negotiations; however, one must be negotiated and agreed to by both parties and accepted by the Alberta Labour Relations Board before a mediator can be appointed. A mediator might be necessary if an impasse is reached during collective bargaining when one or both parties decide no further progress is possible through negotiation discussions. Ultimately, a work stoppage (strike or lockout) can occur if dispute resolution methods, including mediation, are not successful. You can read more about the overall negotiations process in the FAQ section.

Essential services agreement negotiations are ongoing until an agreement is reached. Collective bargaining can continue concurrently with essential services negotiations.

Essential services agreements must identify:

  • a list of the essential services for their particular organization
  • job classifications and number of employees affected
  • procedures for assigning essential services to be performed
  • procedures for responding to emergencies and any foreseeable changes to essential services
  • changes to terms and conditions of employment that apply during a work stoppage (if any)
  • umpires to resolve disputes during a work stoppage

 

Are there research categories covered under an essential services agreement?

The primary principle in a work stoppage scenario is that all work performed by members of the union stops, including research. The definition of essential services under the Alberta Labour Relations Code is very narrow. The only services that are required by legislation to be covered by an essential services agreement are those that if interrupted would:

  • endanger the life of the public;
  • endanger the personal safety of the public;
  • endanger the health of the public; or,
  • that are necessary to maintain and administer the rule of law and public security.

Additional work may be agreed to by both parties as part of their essential services agreement, however.

Does the university currently have an essential services agreement with AASUA or NASA?
No. The university is currently negotiating essential services agreements with both AASUA and NASA. See what an essential services agreement is above.
Will I lose access to my university email account or CCID during the negotiations process?

As with all employee entitlements, resources and accesses, employee university Gmail accounts and CCIDs continue as usual during negotiations. Employee entitlements would only be suspended if work stops due to a labour disruption (strike or lockout) involving their union.

Student university Gmail accounts and student CCIDs are not impacted by the negotiations process.

What is an impasse and how can it be resolved?

An impasse in collective bargaining is reached when one or both bargaining parties decide no further progress is possible through negotiations.

Upon reaching an impasse, there are a number of dispute resolution methods the parties can access, such as mediation. Ultimately, an impasse can lead to a work stoppage, following several mandated steps as set out in the Alberta Labour Relations Code, the legislation that governs collective bargaining and strike/lockout processes.

Is an impasse or a strike imminent?
No. The university and AASUA and the university and NASA are currently in active negotiations. They have not reached an impasse in collective bargaining.
When can a union go on strike?

There are several requirements before unions can hold a legal strike. These include:

  • The collective agreement between the union and the employer must be expired.
  • The parties must enter into collective bargaining.
  • The parties must have an essential services agreement and have the agreement accepted for filing by the Alberta Labour Relations Board.
  • The parties must work with a government- appointed mediator.
  • A 14-day cooling-off period must elapse following mediation.
  • An Alberta Labour Relations Board-supervised strike vote (unions) or lockout poll (employers) must be taken and a majority of those voting must agree to the strike or lockout.
  • One party must serve the other (as well as the mediator) with 72 hours of notice before the strike or lockout commences.

Source: Alberta Labour Relations Board

What is the difference between a strike and a lockout?

A strike involves the stoppage of work of two or more employees for the purpose of compelling their employer to agree to terms or conditions of employment. Employees are unpaid for the duration of any strike.

A lockout involves the employer’s suspension of work by employees for the purpose of compelling employees to agree to terms of conditions of employment. Employees are unpaid for the duration of any lockout.

For more information: Alberta Labour Relations Board: Strike & Lockout FAQ