Labour Updates

ASPA

September 19, 2017

  • 73 members of ASPA have been approved for the Voluntary Exit and Retirement program.
  • People and Resources is working with colleges and units to address changes to work assignments for those who are leaving and for positions that will be replaced. The savings for the program will be contingent on these outcomes.

July 25, 2017

  • Approximately 100 employees in scope of ASPA and Exempt staff have expressed interest in the Voluntary Exit Program.
  • College and unit leaders are communicating directly with all eligible members to inform them of the outcome of their application.
  • Recent changes to The Saskatchewan Employment Act asserts that supervisors should not be a member of the same union as the employees they supervise. To provide clarity to the university and our unions, the university requested assistance from the Saskatchewan Labour Relations Board (LRB) to determine specific positions that meet the definition of ‘supervisory employee’. The University and ASPA agreed that the application would be determined by way of written submissions and agreed statement of facts. CUPE has since applied for intervenor status and indicated it intends to raise a constitutional challenge to the employer’s argument if granted. The University and ASPA have both filed replies opposing CUPE being granted the ability to introduce a constitutional challenge to these proceedings through intervenor status. 

June 27, 2017

  • ASPA and the University reached an agreement on the terms of a voluntary exit program for staff. The terms of this agreement also applies to Exempt staff. Approximately 50 members have expressed interest in this opportunity.

May 30, 2017

  • On May 19th, ASPA and the university signed a Memorandum of Agreement regarding the incentivized exit program. The terms of this agreement will also apply to Exempt staff.
  • The university will be presenting to the LRB, seeking clarity on the issue of whether supervisory and managerial positions at the university meet the definition of ‘supervisory employee’ under the Saskatchewan Employment Act.

November 29, 2016

  • Recent changes to the Saskatchewan Employment Act asserts that supervisors should not be a member of the same union as the employees they supervise. To provide clarity to the university and ASPA, the university is requesting assistance from the Saskatchewan Labour Relations Board (LRB) to determine if specific supervisory and managerial positions meet the definition of 'supervisory employee' under the Act. Any changes will help to alleviate any conflict of interest in the employee/supervisor relationship.
  • It is expected that the application will take months to be determined. Changes, with respect to this issue, will not be made until the LRB has reached a decision.

October 18, 2016

  • The university, ASPA and CUPE 1975 have agreed in principle to a resolution regarding jurisdiction matters between ASPA and CUPE 1975. We are working with the unions to finalize the agreement.

July 26, 2016

  • Implementation of the new collective agreement has concluded.

May 17, 2016

April 12, 2016

  • On Mar. 29, the University Board of Governors approved the five-year collective agreement for the period May 1, 2014 - April 30, 2019. View the 2014 - 2019 collective agreement highlights on working.usask.ca under Employment Agreements.

March 22, 2016

  • On Mar. 10, ASPA announced that it had ratified a five-year collective agreement for the period May 1, 2014 - April 30, 2019. 93% of voting members were in support of the new agreement that will now be presented to the Board of Governors on Mar. 28 - 29.
  • Once approved, many of the newly agreed-to terms will commence within 60 days.
  • Discussions continue with ASPA and CUPE 1975 around matters of jurisdiction--of which union will represent certain positions.
  • During a lengthy round of negotitations, the university and the union were able to come to agreement on a number of important interests. This displays that the process of collective bargaining does work.

February 23, 2016

On Feb. 4, the university and ASPA reached a tentative agreement on a five-year collective agreement for the period, May 1, 2014 – April 30, 2019. Both parties are working towards their respective ratification in March (by the university’s Board of Governors and ASPA membership).

Information sessions for the campus will be scheduled after ratification. View the university’s summary of all agreed-to terms.

February 8, 2016

U of S Collective Bargaining Highlights of Tentative Agreement With ASPA

January 26, 2016

The university and ASPA continue to be at an impasse. The university remains open to discussions with the union.

November 3, 2015

The university and ASPA remain at an impasse in collective bargaining.

  • The university tabled its best and final offer on Sept. 24. Both parties are in possession of a draft Collective Agreement that is subject to review. View the Summary of Bargaining document.
  • On Oct. 9, the university offered to engage in a discussion with ASPA and requested that the offer be put to a membership vote. (Read the letter)
  • To date, this offer has not been brought to the ASPA membership for a vote.
  • On Oct. 20, the university heard from ASPA that they were consulting with their members and others, regarding the university's current offer. (Read the letter)
  • On Oct. 23, the university became aware that ASPA had communicated a financial offer to their members that had not been tabled first with the university's bargaining team. This act represented an unfair labour practice by the union.
  • On Oct. 26, the university communicated with ASPA regarding the unfair labour practice, requesting that the behaviour cease, and reiterated the invitation to meet with the union. (Read the letter)
  • On Oct. 26, the University president received a letter from ASPA, to which he responded. (Read the letters)
  • On Oct. 28, ASPA requested a meeting of the full bargaining team to present the offer they had communicated to the membership. (Read the letter)--an offer that was already publicly available on ASPA's website (see reference to unfair labour practice, Oct. 23 above) 
  • The university remains willing to meet, as per the chief negotiator's letter on Oct. 9.

The university is interested in reaching an agreement.

The impasse relates to two issues:

  1. Salaries
    The university has a board-approved compensation strategy for each of our eight employee groups. ASPA has compared the current salary offer to salary increases provided to USFA and CUPE and has used this comparison as rationale for their position to not accept the university's offer. Each bargaining unit is unique and at different positions in their unique market. The university offer attempts to balance the need for competitive increase (based on market position) and fiscal accountability of public funds.

    Faculty are the backbone of our academic mission and therefore we strive to offer salaries at the 75th percentile of medical-doctoral universities in Canada. The recently negotiated USFA increase reflected the fact that faculty salaries, on average, were below their market target.

    Employees in scope of ASPA, on average, are paid 2% above their target market--the 50th percentile of national public and private sector employer data. ASPA's current agreement also includes embedded increases (increments and merit that apply to targeted individuals) that represent an approximate increase of 2% in ASPA payroll costs per year.

  2. Severance
    The university is committed to fairness and to providing employees who are faced with layoffs with the appropriate transition supports. Changes as outlined in the current offer are intended to better align the university with common law provisions. There are no plans to implement layoffs through the Service Design and Delivery process.

The university takes a principled approach to negotiations--tough on the issues, not on the people. We aim never to make the discussions personal and we are confident in the professional staff at the bargaining table. The university's bargaining team includes: Brad Steeves, Barb Gillis, Brandy Halter, Jeff Hepp and Greg Trew.

October 5, 2015

The university and the Administrative and Supervisory Personnel Association (ASPA) have not met since Sept. 24. Both parties are in possession of a draft Collective Agreement that is subject to review. View the Summary of Bargaining document (Sept. 29, 2015).

September 24, 2015

Today, mediation between the university and the Administrative and Supervisory Personnel Association (ASPA) broke off. The university has increased its offer during mediation but has not been able to meet the union's expectations. The parties are now awaiting further direction from the Minister of Labour Relations and Workplace Safety and for the time being, no further negotiations are planned. Regular updates will continue to be provided here.

September 22, 2015

Mediation resumes Sept 23-25 with the university and ASPA working toward the terms of a tentative settlement. 

August 12, 2015

ASPA and the university's bargaining teams participated in mediation, facilitated by the provincial Ministry of Labour Relations and Workplace Safety, on July 27-29 and August 4-5. Both parties found the mediation helpful and some progress was made on outstanding issues. The parties agreed to adjourn the mediation until September 23-25, at which point they hope to be able to conclude the terms of a tentative settlement.

July 28, 2015

Collective Bargaining
Collective Agreement expired April 30, 2014

  • Collective bargaining reached an impasse on June 12 when ASPA rejected the university's best and final offer.
  • Both ASPA and the university applied for the appointment of a mediator to assist the parties in reaching an agreement.
  • Mediation is a newly legislated, mandatory step when an impasse is reached during collective bargaining. If mediation fails, the process ultimately leads to dispute resolution or makes strike/lockout permissible after a 14-day cooling off period and 48 hours notice.
  • Mediator Jim Jeffery, Senior Labour Relations Officer of the Ministry of Labour Relations and Workplace Safety, was appointed by the Saskatchewan Government.
  • Mediation began July 27 and is also scheduled for July 28, 29, August 4, 5 and 6.
  • The university has expressed to the mediator, its willingness to consider any suggestions ASPA has to put forward to move past the current impasse.

We will continue to provide updates


June 16, 2015

Collective Bargaining
Collective Agreement expired April 30, 2014

  • ASPA negotiations have been centered on adapting to legislated changes regarding supervisory employees and the long-term sustainability of the ASPA collective agreement. While progress has been made on some issues, major issues remain unresolved. One such issue is the university's proposed alternatives to scope, intended to address legislated changes to supervisory employees. In order to bring this specific issue to a conclusion, the university provided notice of its intent to bring the matter before the Saskatchewan Labour Relations Board.
  • On June 12, the university team tabled our best and final offer to conclude a three-year contract with ASPA. The offer included various amendments to current language and modest wage and benefit improvements. ASPA rejected the offer, bringing the negotiations to an impasse. The university has applied for the appointment of a mediator to assist the parties, going forward. It is our hope that this important step will guide both parties to agreement so that any work interruptions may be avoided.
  • The mandatory mediation process is expected to occur over the summer. No job action can commence, per the legislation, until mediation has concluded and a fourteen-day cooling off period has passed. We will continue to provide updates.
  • Bargaining dates scheduled for June 23 and 24 have been cancelled.

May 15, 2015

Jurisdiction Review

Mediation regarding the jurisdiction of positions continues with ASPA, CUPE Local 1975 and the university. The Mediator has provided a draft agreement for the parties to consider regarding the appropriate boundaries of the bargaining units and implementation of any changes.

ASPA declined to mediate regarding legislative changes to the new definition of supervisory employee, which will prohibit supervisors from belonging to the same bargaining unit as those they supervise This piece of legislation will take effect in May 2016. The issue has been referred to collective bargaining.

Collective Bargaining

Collective Agreement expired April 30, 2014

Negotiations began in November 2014 with an exchange of interests. The bargaining teams have met 13 times and have reached tentative agreement on a number of housekeeping and non-monetary items. The university has provided ASPA with a comprehensive offer to settle a renewal of the collective agreement for the period of 2014-2017. The proposal includes a wage offer offset by reductions in a variety of terms and language adjustments intended to bring greater clarity to the agreement.

Considering the new definition of supervisory employee that comes into effect May 2016, the university has proposed alternatives to ASPA’s current scope. 

CUPE 1975

September 19, 2017

  • 173 members of CUPE1975 have been approved for the Voluntary Exit and Retirement program.
  • People and Resources is working with colleges and units to address changes to work assignments for those who are leaving and for positions that will be replaced. The savings for the program will be contingent on these outcomes.

Non-academic Defined Benefit (DB) Pension Plan - Grievance Update

We continue to await the outcome of the grievance arbitration that will determine whether the University has the right to unilaterally make changes to the Non-academic DB pension plan.

What you need to know

  • All pension benefits accrued to date by current employees under the pension plan are protected and will not change, regardless of the outcome of this grievance.
  • Changes to the Non-academic DB Pension Plan are necessary to address the deficit and serious financial risk that is growing within the plan.
  • The university will continue to work toward reaching an agreeable solution with respect to the sustainability of the Non-Academic DB Pension Plan with CUPE 1975, regardless of the outcome of this grievance.

Bargaining update

  • The Collective Agreement expired December 31, 2015 and the parties continue the negotiations for a new collective agreement.

July 25, 2017

  • To date, approximately 90 of the 350 eligible employees have expressed interest in the early retirement package offered at the beginning of July. Applications will be accepted until the end of July.  
  • Collective bargaining is scheduled to resume in late August.

June 27, 2017

  • Under Article 19.7 of the CUPE collective agreement, The University has offered early retirement packages to a group of approximately 350 CUPE 1975 employees who are eligible for retirement under the terms of the defined benefit pension plan.
  • Collective bargaining will resume in August. As part of its focus, The University will be considering the long-term sustainability of benefits and pension plans.

May 30, 2017

  • The university and CUPE 1975 were unable to come to an agreement regarding language in the voluntary exit program. CUPE executive required guarantees that the university would not contract out any services as a result of exits. This type of guarantee is too restrictive at a time when the university must find savings in order to preserve its core mission.
  • Bargaining is ongoing. The parties have identified the broader issues to be tabled at this round.
  • As previously reported, the university sought an arbitrator’s decision on clarification regarding the university’s ability to unilaterally amend the CUPE 1975 pension plan. The grievance was heard in March and we are awaiting the arbitrator’s decision.

February 21, 2017

  • The university and the union attended a joint session hosted by the Ministry of Labour which was well received by both parties and helped set the tone for bargaining, set to commence in March.
  • The university has begun consultations with individual colleges and units.


November 29, 2016

  • The university and CUPE 1975 agreed to postpone collective bargaining until January 2017, due to the outstanding grievance arbitration concerning pension matters.
  • Hearing dates were initially scheduled in September 2016, however due to on-going discussions by the parties over preliminary matters, the hearing dates have been postponed until April 24-28, 2017.
  • Considering the relevance and impact the Employer grievance has on collective bargaining, the Employer has sought to have the Employer grievance heard before April, 2017. The parties are currently working with the arbitration board to find an earlier date for the hearing.
  • The university and CUPE 1975 are in the process of scheduling dates in January 2017 to open collective bargaining.

October 18, 2016

  • The university, ASPA and CUPE 1975 have agreed in principle to a resolution regarding jurisdiction matters between ASPA and CUPE 1975. We are working with the unions to finalize the agreement.

July 26, 2016

  • Both parties have agreed to delay bargaining discussions until Jan. 2017.

June 28, 2016

  • Arbitration panels have been selected and dates to discuss outstanding issues are scheduled for September.

May 17, 2016

  • Bargaining will begin in June.

April 19, 2016

  • Arbitration panels to discuss unresolved matters regarding the interpretation of the CUPE 1975 pension plan have been selected and meeting dates are being scheduled. It is likely that a hearing will occur in September.
  • The university and the union are looking to schedule bargaining dates in June, to discuss other pertinent issues.

March 22, 2016

  • There are a number of unresolved matters regarding the interpretation of the CUPE 1975 pension plan that the university and the union are hoping can be solved by arbitration panels.
  • Regardless of the outcome of the arbitration process, it will be important to work with CUPE 1975 regarding future steps in this process. Bargaining is scheduled to commence in April.

February 23, 2016

Different interpretations of language regarding pension persist between the university and CUPE 1975. A labour arbitration pane has been selected to hear these issues and meeting dates are currently being scheduled.

January 26, 2016

The university and the union have asked a labour arbitration panel to settle different interpretations of language regarding pension.

Bargaining between the university and the union will likely commence in April.

June 16, 2015

No new developments since previous post

May 15, 2015

Jurisdiction Review

Mediation regarding the jurisdiction of positions continues with CUPE Local 1975, ASPA and the university. The Mediator has provided a draft agreement for the parties to consider regarding the appropriate boundaries of the bargaining units and implementation of any changes.

Collective Bargaining

Collective Agreement January 1, 2013 to December 31, 2015

No tables open at this time.

CUPE 3287

July 26, 2016

  • Implementation of the new collective agreement has concluded.

May 17, 2016

  • Implementation of the new collective agreement is underway.

April 19, 2016

  • The university and CUPE 3287 have both approved the recently negotiated tentative agreement. Impementation is underway.
  • The collective agreement is effective September 1, 2014 - August 31, 2019.
  • View the highlights of the CUPE 3287 Tentative Agreement

March 22, 2016

  • On Mar. 16, the university and CUPE 3287 reached a tentative agreement. The parties will now work toward membership ratifications and board approval.

February 23, 2016

The university and CUPE 3287 met on Feb. 12 and exchanged a number of proposed items for further discussion. Both parties are scheduled to meet on Mar. 3.

January 26, 2016

The university will be meeting with CUPE 3287 in February to discuss key issues, such as wages and job security.

June 16, 2015

Collective Bargaining
Collective Agreement expired August 31, 2014

  • Key discussions have been focused on the grievance and arbitration processes, posting and appointment timelines, recognition for committee work, and other concepts around the terms and conditions of employment. Bargaining is expected to continue throughout the summer.

May 15, 2015

Collective Bargaining

Collective Agreement expired August 31, 2014

Negotiations began in late February, are continuing through May, and to date have resulted in agreement on a number of non-monetary items. 

PAIRS

September 19, 2017

  • The University continues to await the decision of the arbitrator on unresolved monetary matters. Financial obligations are controlled by the Ministry of Health and not the University. As the University is the Employer of Record, we continue to engage in bargaining discussions with RDoS (formerly PAIRS).

July 25, 2017

  • The Professional Association of Internes and Residents of Saskatchewan (PAIRS) has changed their name. The new name is Resident Doctors of Saskatchewan (RDoS).

May 30, 2017

  • The university and PAIRS presented their respective positions at an interest arbitration hearing on May 15-16, to conclude the most recent round of negotiations. The arbitrator is examining the materials presented and a decision is pending.
  • Outstanding issues include salaries and stipends. While the university is the employer of record, salaries and stipends are paid by the Ministry of Health and are not dependent on the university’s financial position. We are awaiting the outcome of the arbitration.

November 29, 2016

  • The university and PAIRS are proceeding to interest arbitration in an effort to reach a collective agreement. Many issues have been agreed upon but outstanding issues include wages, call stipends and benefits.
  • Arbitration dates are scheduled for May 15-16, 2017.

October 18, 2016

  • The university and PAIRS met in September to resume discussions. At this time, Human Resources is working with PAIRS to arrange for an interest arbitration process to address outstanding issues.

August 23, 2016

  • The university, Ministry of Health officials and PAIRS will meet in September to resume bargaining discussions.

June 28, 2016

  • Dates are now being set to resume discussions between the university, Ministry of Health officials and PAIRS.

May 17, 2016

  • Meeting dates are being set and bargaining will begin in June.

April 19, 2016

  • Post-election meeting dates have not yet been set. The university and PAIRS are looking forward to meeting with Ministry of Health officials, in the near future.

March 22, 2016

  • The university, officials from the Ministry of Health and PAIRS met on Mar. 3 to dicusss the government's financial offer, however, no agreement was reached.
  • Negotiations will resume after the provincial election.

February 23, 2016

The government’s most recent financial offer was presented to PAIRS. However, no agreement was reached. Discussions will resume in the coming weeks.

January 26, 2016

The university, Ministry of Health officials and PAIRS are scheduled to meet in late January. The PAIRS agreement expired December 31, 2014.

June 16, 2015

No new developments since previous post

May 15, 2015

Collective Bargaining

Collective Agreement expired December 31, 2014

Non-monetary discussions have concluded. The university is considered the employer, however, the provincial government is the funder and therefore monetary issues are negotiated jointly. Monetary discussions will await the financial mandate from government.

PSAC - Post Doctoral Fellows (PDF)

September 19, 2017

  • Collective bargaining will begin in Oct. The University is in the process of finalizing its bargaining mandate, including the goals and interests to be achieved through discussions with PSAC.

June 27, 2017

  • The University and the union are planning first contract negotiations and the University will be consulting with senior leaders for input.

May 30 , 2017

  • The university and PSAC, representing Post-Doctoral Fellows, are preparing for first contract negotiations.
  • The university is waiting to hear from the union to schedule dates to commence bargaining.

March 21, 2017

  • We are in the process of collecting data and engaging in consultations with colleges and units to inform our strategy.
  • The university is waiting for information from PSAC as to who will comprise their bargaining team, as well as dates upon which to commence discussions.

February 21, 2017

  • PSAC has notified the university that they wish to commence bargaining for a first collective agreement. The university is awaiting proposed dates from PSAC to begin negotiations.
  • The university's bargaining team will begin consultations with individual colleges and units in the coming months.

November 29, 2016

  • PSAC was successful in certifying Post Doctoral Fellows (PDFs). The university is in the process of establishing its bargaining team and waiting to hear from PSAC to commence first-contract negotiations.

September 20,2016

  • Parties are actively meeting and continue to make progress on outstanding issues. The next bargaining dates are scheduled for the end of October.

August 23, 2016

  • Bargaining will resume on August 29.
  • Hearings before the Labour Relations Board (LRB), with respect to the issue of certification for Post-doctoral Fellows (PDFs), took place on July 22 and August 16. A decision is expected in September.

July 26, 2016

  • Both parties are working on establishing dates to continue bargaining discussions, in the near future.

June 28, 2016

  • Significant progress is being made on issues, including appointments and hours of work. The university and PSAC are looking to schedule discussion dates over the summer and early fall.
  • PSAC has also applied for certification of Post-doctoral Fellows (PDFs) and we are awaiting the outcome of that process. A hearing before the Labour Relations Board (LRB) is scheduled for July 22, 2016. The outcome of the PDFs certification vote will not be determined until the conclusion of that hearing.

May 17, 2016

  • Bargaining will continue in late May.
  • A key principle of discussion will be an agreement that supports the teaching, research mission of the university.

April 19, 2016

  • Significant progress in negotiations has been made and further bargaining dates have been scheduled through April and May.
  • As previously reported, the Labour Relations Board (LRB) will hear the matter of PDFs certification. A hearing was delayed and parties are awaiting new dates.
  • The outcome of the PDFs certification vote will not be determined until the conclusion of that hearing.

March 22, 2016

  • First contract negotiations began Mar. 3, with PSAC representing graduate student employees. The parties exchanged opening proposals.
  • The next meeting dates for bargaining are scheduled for Mar. 23-24.
  • The union applied for certification of Post-doctoral Fellows (PDFs) and rejected the university's request to have PDFs and graduate student employees represented by one bargaining unit. This matter will be heard before the Labour Relations Board (LRB). The outcome of the PDFs certfication vote will not be deteremined until the conclusion of the hearing.

February 23, 2016

Discussion between the university and the Public Service Alliance of Canada (PSAC) are scheduled for Mar. 3.

Outstanding issues regarding representation of Post-doctoral Fellows (PDFs) and graduate student employees are scheduled to be heard by the Labour Relations Board (LRB) on Mar. 21.

January 26, 2016

PSAC has applied for certification of Post-doctoral Fellows (PDFs) but rejected the university’s request to have PDFs and graduate students represented by one bargaining unit. This matter will be determined upon the conclusion of a hearing before the Labour Relations Board (LRB). 

The university and PSAC are scheduled to meet on March 3 to begin first contract negotiations for graduate student employees.

June 16, 2015

The university, in consultation with campus leaders, has agreed to meet with the Public Service Alliance of Canada (PSAC) representing graduate students on campus, to begin initial contract negotiations in the fall.

May 15, 2015

Collective Bargaining

The Saskatchewan Labour Relations Board certified graduate student employees as a bargaining unit on April 23, following a successful vote in March (see related OCN Article). Graduate student teaching assistants, teaching fellows, student assistants and research assistants will be represented by the Public Service Alliance of Canada (PSAC). The bargaining team for the University of Saskatchewan is consulting broadly with university leaders in preparation for negotiations for a first collective agreement, which will begin soon. 

PSAC - Graduate Students

Sept 13, 2017

  • The University and the Public Service Alliance of Canada representing graduate student employees have reached a tentative first collective agreement. The agreement is effective April 23, 2015 - August 31, 2019. The details of this agreement will be available pending union ratification and approval by the Board of Governors.

July 25, 2017

  • At the request of the parties, the Minister of Labour Relations and Workplace Safety appointed a Labour Relations Officer to assist in the conciliation of a first collective agreement.
  • Conciliation is scheduled to begin in September. The main outstanding issues include wages and appointments. 

June 27, 2017

  • Negotiations were held on June 6 and 7. The University and PSAC(Grad Students) have decided to engage with the Ministry of Labour and Workplace Safety to provide mediation support to assist us in reaching an agreement.

May 30, 2017

  • First contract negotiations are scheduled to continue on June 6-7.
  • On-going consultation with academic leaders continues to be a priority as the university engages in this process.

April 18, 2017

  • The parties continue to make progress towards a first collective agreement. Negotiations are scheduled to continue on May 2-3.

March 21, 2017

  • Meeting dates are scheduled to take place March 21-22 and May 2-3.

February 21, 2017

  • PSAC and the university continue to make progress on outstanding non-monetary items and have exchanged initial monetary proposals.
  • The parties are scheduled to continue negotiations, March 21-22.

November 29, 2016

  • The parties are scheduled to meet December 15-16 to resume first-contract discussions.
USFA

September 19, 2017

  • The deadline for faculty to submit notice to participate in the Modified Reduced Appointment Retirement Plan (MRARP) was Sept. 1, 2017. 26 faculty members submitted their notice.

Bargaining Update

  • The collective agreement expired June 30, 2017 and the parties continue the negotiations for a new collective agreement. The parties have met on five different occasions during this round of bargaining. Additional dates are being scheduled throughout Sept., Oct., Nov.

  • The University’s interests through this round of bargaining include:
    • Support the mission, vision and values of the University, as well as the directions and goals set by our strategic planning
    • Enable flexible and effective management of University resources (financial, human and capital resources)
    • Respect and define the appropriate boundaries and authority with respect to collegial decision-making and the tri-cameral governance structure of the University
    • Support the university’s commitment to institutional and individual excellence and accountability
    • Support financial sustainability that allows responsiveness in the current financial environment.

July 25, 2017

  • The parties opened bargaining last week and talks are scheduled to continue in late August.
  • The university's bargaining team will be meeting with Deans, monthly, to engage in ongoing consultation regarding bargaining proposals.

June 27, 2017

  • The University and USFA reached an agreement on the terms of a modified Reduced Appointment Retirement Plan.
  • Bargaining is scheduled to begin in July. The University is in consultation with college leaders to review our bargaining mandate and progress.

May 30, 2017

  • Planning continues for the next round of collective bargaining with USFA. The university is in consultation with Deans to review its bargaining mandate and seek input on specific bargaining proposals.
  • On April 19, 2017, USFA served notice of intent to commence collective bargaining and the parties will begin the process of scheduling dates.

March 21, 2017

  • We continue to do consultations and gather information in preparation for bargaining discussions. At present, no dates have been set.

February 21, 2017

  • The current collective agreement expires June 30.
  • In anticipation of the commencement of bargaining, the university is currently collecting data and engaging in consultations with individual colleges and units.

November 29, 2016

  • The current collective agreement with USFA expires June 30, 2017. The university has begun planning for negotiations.

August 23, 2016

  • Planning for the next round of collective bargaining will begin in the fall.

June 28, 2016

  • The College of Medicine transition team is working directly with all clinical faculty transitioning into alternative forms of academic engagement with the college, as part of the Voluntary Severance Package (ACFPs or contracts of service).
  • 24 new ACFPs have been signed with MDs who were not previously engaged with the university.
  • Further discussions with USFA to define terms and conditions for in-scope membership will resume in July.

May 17, 2016

  • The deadline for MD faculty to rescind their expressions of interest in the voluntary exit package is May 31.
  • New Academic Clinical Funding Plans (ACFP) continue to be signed by MD's who want to engage with the college and the health region.

April 19, 2016

  • 20 new Academic Clincial Funding Plans (ACFPs) have been signed by MDs who were not eligible for the exit package, were community faculty, new to the province or new graduates.
  • 117/130 MDs signed letters of interest in the exit package. 

March 22, 2016

  • Progress continues to be realized in transitioning MD faculty to new Academic Clinical Funding Plans (ACFP) and contract arrangements.
  • The university, USFA and the College of Medicine are working together to address individuals' concerns arising from this transition. 

February 23, 2016

Negotiations between the university and USFA resumed in February.

An agreement was reached, extending the timeline from Mar. 31 to May 31 for individual MD faculty to revoke their expression of interest for the voluntary exit package. The university hopes that this extension will provide the necessary time for individuals to make informed decisions.

January 26, 2016

The college of Medicine has established an implementation team who is working with stakeholders to ensure a smooth transition issues related to the negotiated voluntary exit package. 

Progress is being made in helping MD faculty transition to new Academic Clinical Funding plans or contract arrangements. The next phase of negotiations is expected to begin in February.

November 3, 2015

College of Medicine

  • Oct. 31 was the deadline for MD faculty to express interest in the transition offer, based on the Letter of Understanding signed by the university and USFA in July.
  • 108 MD faculty have signed expressions of interest. Those who have expressed interest may withdraw up to 90 days prior to their stated date of resignation (April 2016 in most cases).
  • It is essential in the process of transforming the College of Medicine (CoM) that we re-engage with MD faculty in new, contractual agreements to continue their individual teaching and/or research with the CoM.
  • A Transition Team in the College of Medicine is tasked with ensuring the ongoing work of implementation occurs as smoothly as possible--ensuring MD faculty are supported in whatever path they choose, facilitating contract and other financial discussions, and handling any ongoing concerns and questions.

August 13, 2015

Current Collective Agreement July 1, 2014 to June 30, 2017

College of Medicine

The negotiations regarding MD faculty in the College of Medicine have resulted in a Letter of Understanding (LOU) that has been signed by the university and the faculty association. The LOU offers a voluntary exit package to approximately 125 MD faculty members (physicians) in the college, to incentivize a transition from full-time academic positions to other options to continue their academic work. The offer has been designed to honour the contributions of our MD faculty, respect their current membership in the USFA and offer incentives for the changes we are asking them to consider.

The changes will occur over time to ensure no disruption to medical education and patient care.

MD faculty are encouraged to continue their academic work with the college through the Provincial Academic Clinical Funding Plan (P-ACFP) or on a contract basis. These options for MDs who choose the voluntary exit package are more flexible than our current system and provide the necessary accountability structures that accrediting bodies have said they need to see at the University of Saskatchewan's College of Medicine.

Letter of Understanding (PDF)

Frequently Asked Questions in Response to Letter of Understanding

Related letters to USFA (PDF)

June 16, 2015

Current Collective Agreement July 1, 2014 to June 30, 2017

College of Medicine

Negotiations with USFA have been ongoing for 14 months. We have had a series of good discussions that have built common understandings. While this has been constructive, we will need to intensify our efforts in order to reach outcomes.

The importance of these negotiations must not be underestimated. The future of the College of Medicine is still at stake. Much progress has been made in other areas of the College's operations; a failure to make progress in these discussions will devalue many of these gains. As stressed in The Way Forward, a fundamental transformation of the MD Faculty complement is a pre-requisite to the success of the College.

To this end, we will sharpen the focus of discussions in June and July to address transitional issues related to current MD faculty. This is a significant component of the larger goal of fundamentally restructuring the clinical faculty complement within the college. We have tabled a formal proposal for consideration by USFA. Time is a significant factor as we are potentially only 18 months away from the next accreditation visit and we must achieve an agreement that aligns us with our peer institutions, ensures a significant increase in the number of FTEs devoted to teaching in the college, and therefore satisfies our own aspirations and the demands of accrediting bodies at both the undergraduate and post-graduate levels. All efforts will now be focused on a speedy conclusion to these negotiations.

Pay Inequity Balancing Fund Memorandum of Agreement (MOA)

Last week, the university and USFA reached an agreement on this MOA. Funds set aside will be distributed amongst probationary, tenured, and continuing status female employees in recognition for past and present pay inequities. The Joint Committee charged with distributing the funds has determined that all eligible female members will receive $1,500.00 plus $12.38 per month of service. These adjustments will be effective July 1, 2015. Questions should be directed to steve.laycock@usask.ca.

May 15, 2015

Current Collective Agreement July 1, 2014 to June 30, 2017

College of Medicine

Side table negotiations are continuing in support of the transformation in the College of Medicine. Specifically, to ensure that the terms and conditions of employment affecting Clinical Faculty in the College of Medicine are supportive of the teaching and research commitments necessary to provide a successful medical school and meet accreditation requirements. The university and USFA are negotiating to develop options that will facilitate the transition of current MD faculty to a system that will allow the college to move beyond accreditation issues and increase teaching and research success. The negotations began early 2014 and are expected to extend through 2015.

Pay Inequity Balancing Fund Memorandum of Agreement

To address pay inequities for female faculty (during the last round of collective bargaining - July 2014) the university and the USFA signed a MOA to:  

  • establish a Pay Inequity Balancing Fund (400 CDIs set aside to address issues of pay inequity);
  • to form a joint committee to analyze the inequities and determine the most equitable and strategic distribution;
  • Make decisions and distribute salary adjustments by July 1, 2015.

Approximately 400 female faculty members are eligible at Usask. Watch for details in the coming weeks. The university is committed to regular evaluation to ensure unintended factors that contribute to pay inequity do not occur in the future.

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