AASUA

A strike is a collective action in which the members of a union (AASUA) withhold their services from their Employer (the Governors of the University of Alberta). A union is legally entitled to strike once negotiation and mediation processes have been exhausted, a minimum 14-day “cooling-off period” has passed, a legal strike vote is verified, and at least 72-hours’ notice has been provided. In Alberta, a union’s right to strike is governed by the Labour Relations Code.

 

A lockout is when the employer suspends work or prohibits access to a workplace. It is like a strike, but a lockout here would be initiated by the Board of Governors. In the event of a lockout, AASUA members would not be able to access the university campuses, including their offices, laboratories and other campus resources for the purpose of their usual job activities.

The decision to go forward with a strike is extremely difficult and will not be taken lightly by AASUA members. We still very much hope to reach an agreement through bargaining. However, due to the lack of success in negotiations, the requirement to take a strike vote is now a very real possibility. A strike, or at least the threat of a strike, is still significant leverage that AASUA may have to use now that negotiations have dragged on for over a year. Whether we go on strike depends on the administration’s willingness to negotiate in good faith and present a fair and competitive offer to our members.

The first date for mediation is September 4, 2025. Mediation can continue as long as both parties are willing to participate. However, if mediation fails, there is a mandatory 14-day “cooling off period,” during which neither side can take legal action. If after this, there is still no agreement, AASUA can conduct a strike vote of all of its members. If the members vote YES, then AASUA must give the university 72-hours’ notice of strike action.

No. The outcome of a strike vote by members of the union tells the union's executive whether or not the majority of the members authorize the union to call a strike. A strong "Yes" to a strike vote does not mean that a strike is inevitable. For any time up to 120 days after a “yes” vote, AASUA can move to strike with 72 hours’ notice. After the expiration of the 120 day period, AASUA can apply to the Alberta Labour Relations Board for a new supervised strike vote.

According to the Canadian Association of University Teachers (CAUT), of all the votes approving a strike taken by CAUT member unions across Canada in the past five years, only 18.6% resulted in an actual strike. That means the show of strength these union members took to approve a strike vote was enough pressure to push their Employers to come to the table with a better deal, and resume negotiations that ultimately achieved a collective agreement.

Calling for a strike vote is often enough to pressure the Employer back to the bargaining table and to negotiate a reasonable offer for union members. Often negotiations are successfully concluded in the 72-hour period between the time the union gives notice of its intent to strike and the deadline provided when the strike is to commence. For AASUA members, reaching a settlement before a strike occurs would be ideal, but this will require the Board of Governors to improve their position significantly from where we are now.

No. The decision to strike is made collectively – and democratically – by all members of a union. If the majority votes YES and the AASUA Executive decides that it is necessary to call a strike, then any strike action taken applies to all of the union’s members equally.

No one can predict how long a work stoppage would last, but strikes in the post-secondary education sector normally do not last long. According the Canadian Association of University Teachers, the average length of such strikes in Canada is about three weeks.

Please be assured that the AASUA will not stand in the way of any academic staff member continuing to work with or otherwise communicate with graduate students, postdocs or research associates normally under their supervision. However, in the event that Academic Staff are locked out by the Employer from entering any U of A property and/or denied usage of their U of A email or cell phones, then such communication will have to be done off-campus, using non-U of A means of communication.

AASUA will not stand in the way of members who wish to continue their research at home during the strike. However, members will not be able to access their research on campus during a strike or lockout unless they have been identified as an Essential Service Worker (ESW) or their research has been deemed “Research at risk of irreparable damage.” An Essential Services Agreement (ESA) has been filed with the Alberta Labour Relations Board. In the event of job action, individuals that have been identified as ESWs will be contacted, but we can advise that only a handful of AASUA members have been so classified.

Yes. Clinical responsibilities owed to a Third Party such as Alberta Health Services or Covenant Health are not subject to the ESA and not subject to strike or lockout. However, all non-clinical teaching related duties will cease.

It is AASUA’s position that members who remain abroad can stay and continue their remote research and participate in strike action remotely. However, the Employer may suggest that such members would be recalled. If this occurs, we are unsure how the Employer could compel such a directive, and we suggest that if you are affected in this manner, you contact the AASUA immediately at the time. That said, even if you remain abroad, your employment income would cease.

No — in the event of a strike, we anticipate a lockout will follow shortly thereafter (and vice-versa). If either or both job actions occur, all members should be prepared to lose access to their offices. However, as explained above, there will be a significant period of advance notice when members will be able to prepare, including gathering important items to take home before any job action formally commences.

Unions protect the rights of employees and allow them to establish good working conditions for every member of the union. Unions have been very powerful for expanding the rights of workers, limiting working hours, implementing health and safety regulations, winning rights to things like pensions and parental leave, and fighting against discrimination.
Teacher unions have long noted that “teachers’ working conditions are students’ learning conditions.” Academic unions like AASUA ensure that the working conditions at the University of Alberta allow the faculty to provide the kind of quality education University of Alberta prides itself on. An important part of this is making sure there are enough professors, instructors, academic administrators, and librarians, working under fair and reasonable conditions, so that students have access to the world-class education that the university promises.

Collective bargaining is the negotiation of a collective agreement between a union of employees and an employer . Collective bargaining is a legal process that dictates the terms and conditions of employment. In Alberta, the process is regulated by the Alberta Labour Relations Code.
Within the U of A context, this means negotiation between AASUA and the Board of Governors (BoG) (i.e., those who are responsible for the University’s finances) regarding the terms of employment for AASUA members.

Job action is either a strike initiated by AASUA, or a lockout initiated by the administration. Strike or lockout happens in accordance with the process set out in the Alberta Labour Relations Code AASUA and the Employer will be negotiating an Essential Services Agreement which is required under the Alberta Labour Relations Code should job action occur. The legislated definition of essential services are public services that if interrupted would endanger the life, personal safety, or health of the public.