51ÁÔÆæÈë¿Ú

51ÁÔÆæÈë¿Úis currently engaged in collective bargaining with the 51ÁÔÆæÈë¿ÚFaculty Association.

The University’s bargaining philosophy is oriented toward collaborative negotiations that meet the core interests of all parties and upholds the sustainable and best interests for the entire 51ÁÔÆæÈë¿Úcommunity, while also aligning with the Province’s 2025 Balanced Measures Mandate.  

With summer now in full swing, the university wishes to provide an update on the status of collective bargaining. SFUFA has indicated that they are not available for formal collective bargaining until September, and this update reflects the status until we reconvene. 

When needed, 51ÁÔÆæÈë¿Úmay choose to share information about proposals that have already been tabled to ensure that you have accurate and up-to-date information and understand the university’s position on outstanding proposals.   

What has the university proposed for SFUFA members? 

51ÁÔÆæÈë¿Úhas offered the full scope of the mandate (maximum allowable general wage increases and funding allocations) in its monetary proposals to SFUFA, consistent with other bargaining tables across the provincial sector and the Province’s 2025 Balanced Measures Mandate.  

This 2025 Balanced Measures Mandate is the same mandate that Faculty Associations at the University of British Columbia, the University of Victoria, the University of Northern British Columbia and Thompson Rivers University received and have already agreed to.  

This mandate includes general wage increases of 3% each year of the four-year term with some additional funding to improve service delivery and enhanced working conditions up to approximately 14% in total, inclusive of wage increases.  

On June 10, the University tabled a comprehensive settlement offer including: 

• The maximum allowable general wage increases of 12% (3% per year over 4 years) with retroactive increases beginning July 1, 2025; 

• An additional 2% in funding total over the four-year term to improve service delivery and enhance working conditions: 

• Amendments to Study Leave with increased salary for certain options; 

• Tenure and rank Title change for Teaching faculty with related changes in work arrangements; 

• Increased individual professional development expense (PDR) allowances and additional one-time PDR allowances; 

• Several other enhancements including a new ceremonial leave for Indigenous faculty members, extended phased retirement options for members at least 55 years of age, and improved language addressing Librarians’ working conditions. 

Next Steps

The university looks forward to resuming formal collective bargaining with SFUFA when the union is available in September.  

We are committed to reaching an agreement that meets the mutual interest of SFUFA members and the university, while also ensuring the sustainability of university operations and the Provincial mandate.  

Once an agreement has been reached, it must be formally ratified by members and approved by the 51ÁÔÆæÈë¿ÚBoard of Governors. For retroactive pay and salary rate increases to July 1, 2025 (the beginning of the new Collective Agreement) these take time to implement and are processed by union in the order agreements were reached. 

We are committed to keeping you informed throughout this process. In the meantime, we hope you have a restful and restorative summer.