SAIT is committed to supporting the development of its employees and cultivating a culture of excellence throughout the school.
A collective bargaining process that is respectful, collaborative and equitable is critical to advancing SAIT’s strategic priorities and ensuring a sustainable future for the institution.
SAIT negotiates the terms and conditions of employment, including compensation, with two union groups:
- Alberta Union of Provincial Employees (AUPE)
- SAIT Academic Faculty Association (SAFA)
Latest updates
SAFA bargaining update | Wednesday, Jan. 19, 2022
SAFA and SAIT bargaining groups met. The parties continued an interest-based discussion on workload. SAIT continues to anticipate a monetary response from SAFA to the revised inbound proposal presented Oct. 27, 2021. The next meeting date is set for Wednesday, Jan. 26.
Collective bargaining update | Thursday, Jan. 13, 2022
SAIT, AUPE and SAFA were back at the bargaining table last week and the bargaining teams have made excellent progress and reached agreement on many critical articles. The groups exchanged proposals and began to talk about salaries and other elements around compensation and will continue to do so over the coming weeks. There are a few things our employees need to know about compensation issues as we continue these talks.
You may be aware that SAIT ended up in a surplus position for the 2020/21 fiscal year, due to unexpected savings over the course of the pandemic. When the 2020/21 budget was created in early 2020, relatively little was known about how the pandemic would unfold, and how it might impact our costs and revenues. We had to take our best guess, but extended campus closures resulted in significant one-time savings in operational expenses when we were anticipating an increase in operating costs. Although a surplus is a positive thing, this one-time money cannot be used to support ongoing salary and compensation expenses. In fact, we anticipate another reduction to our grant next year which will negatively impact our ability to support such ongoing costs.
Even where SAIT has the financial resources to support improvements in compensation, we are not empowered to make those decisions on our own. Under the Public Sector Employers Act, the government has the ability to issue “directives” to SAIT and other public sector employers which limit what we are permitted to offer through collective bargaining. SAIT works with our partners in government to help ensure that our employees are fairly compensated, but we are subject to the government’s directives and their strategy for the broader public sector.
We continue to work with our union partners to conclude new collective agreements in the highly regulated environment in which these discussions occur. More will be shared as we move through bargaining.
SAFA bargaining update | Wednesday, Jan. 5, 2022
SAFA and SAIT bargaining groups met. The parties continued a productive interest-based discussion on employee categories for instructors and workload. SAIT continues to anticipate a monetary response from SAFA to the revised inbound proposal presented Oct. 27, 2021. The next meeting date is set for Wednesday, Jan. 19.
AUPE and SAFA bargaining update | Wednesday, Dec. 15, 2021
SAIT’s bargaining teams, along with our colleagues in AUPE and SAFA, have worked hard and made good progress throughout our bargaining discussions over the past year. With the upcoming holiday season just around the corner, we wish all SAIT employees a restorative, safe and healthy winter break. Bargaining will continue in the new year.
SAFA bargaining update | Wednesday, Jan. 19, 2022SAFA and SAIT bargaining groups met. The parties continued an interest-based discussion on workload. SAIT continues to anticipate a monetary response from SAFA to the revised inbound proposal presented Oct. 27, 2021. The next meeting date is set for Wednesday, Jan. 26. |
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Collective bargaining update | Thursday, Jan. 13, 2022SAIT, AUPE and SAFA were back at the bargaining table last week and the bargaining teams have made excellent progress and reached agreement on many critical articles. The groups exchanged proposals and began to talk about salaries and other elements around compensation and will continue to do so over the coming weeks. There are a few things our employees need to know about compensation issues as we continue these talks. You may be aware that SAIT ended up in a surplus position for the 2020/21 fiscal year, due to unexpected savings over the course of the pandemic. When the 2020/21 budget was created in early 2020, relatively little was known about how the pandemic would unfold, and how it might impact our costs and revenues. We had to take our best guess, but extended campus closures resulted in significant one-time savings in operational expenses when we were anticipating an increase in operating costs. Although a surplus is a positive thing, this one-time money cannot be used to support ongoing salary and compensation expenses. In fact, we anticipate another reduction to our grant next year which will negatively impact our ability to support such ongoing costs. Even where SAIT has the financial resources to support improvements in compensation, we are not empowered to make those decisions on our own. Under the Public Sector Employers Act, the government has the ability to issue “directives” to SAIT and other public sector employers which limit what we are permitted to offer through collective bargaining. SAIT works with our partners in government to help ensure that our employees are fairly compensated, but we are subject to the government’s directives and their strategy for the broader public sector. We continue to work with our union partners to conclude new collective agreements in the highly regulated environment in which these discussions occur. More will be shared as we move through bargaining. |
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SAFA bargaining update | Wednesday, Jan. 5, 2022SAFA and SAIT bargaining groups met. The parties continued a productive interest-based discussion on employee categories for instructors and workload. SAIT continues to anticipate a monetary response from SAFA to the revised inbound proposal presented Oct. 27, 2021. The next meeting date is set for Wednesday, Jan. 19. |
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AUPE and SAFA bargaining update | Wednesday, Dec. 15, 2021SAIT’s bargaining teams, along with our colleagues in AUPE and SAFA, have worked hard and made good progress throughout our bargaining discussions over the past year. With the upcoming holiday season just around the corner, we wish all SAIT employees a restorative, safe and healthy winter break. Bargaining will continue in the new year. |
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SAFA bargaining update | Wednesday, Dec. 1, 2021SAFA and SAIT bargaining groups met. Progress was made on a number of open sections, with updates to several agreed in principle for sign-off and closure. SAIT continues to anticipate a monetary response from SAFA to the revised inbound proposal presented Oct. 27. The next meeting dates are being confirmed for January 2022. |
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AUPE bargaining update | Thursday, Nov. 25, 2021AUPE and SAIT bargaining groups met for three productive days. Significant progress was made on a number of articles and some were signed off. Through these three days, most of the non-monetary issues were discussed. Monetary issues will be addressed at our future meeting dates in January 2022. |
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SAFA bargaining update | Wednesday, Nov. 24, 2021SAFA and SAIT bargaining groups met. SAFA provided a response to SAIT’s revised inbound proposal presented Oct. 27, exclusive of monetary. The parties reviewed the response and agreed to set an agenda to discuss open sections/articles. The next meeting date is set for Wednesday, Dec. 1. |
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SAFA bargaining update | Wednesday, Nov. 17, 2021SAFA and SAIT bargaining groups met. SAIT continues to anticipate a response from SAFA to the revised inbound proposal presented Oct. 27. The parties talked about benefits and continued an interest-based discussion around types of instructors. The next meeting date is set for Wednesday, Nov. 24. |
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SAFA bargaining update | Wednesday, Oct. 27, 2021SAFA and SAIT bargaining groups met. SAIT presented a revised inbound proposal, which includes a monetary proposal. A response from SAFA is anticipated in advance of the next bargaining meeting on Wednesday, Nov. 17. The parties also discussed professional development. |
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SAFA bargaining update | Wednesday, Oct. 13, 2021Bargaining has resumed. SAFA and SAIT bargaining groups met and discussed the upcoming bargaining schedule, which will include a number of extended working sessions dedicated to specific topic areas. The next meeting date is set for Wednesday, Oct. 27. |
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Collective bargaining update | Friday, Sept. 17, 2021SAFA and SAIT will resume bargaining with a meeting on Wednesday, Oct. 13. The next AUPE and SAIT bargaining meetings are scheduled for Nov. 22, 23 and 24. |
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AUPE and SAFA bargaining update | Monday, July 5, 2021Later this month we have two bargaining meetings scheduled with AUPE (July 16 and 20) and are working hard to reach an agreement with our colleagues represented by AUPE and by SAFA. In the meantime, we want to wish all SAIT employees a safe and healthy summer. We’re looking forward to the start of a new term this fall. |
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AUPE bargaining update | Monday, July 5, 2021The AUPE and SAIT bargaining teams have finalized a Letter of Agreement (LOA) on AUPE yearend performance reviews for 2020-2021. SAIT and AUPE have agreed to forgo formal performance ratings and reviews for the 2020/21 performance year. This means no performance reviews need to be completed. |
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SAFA bargaining update | Wednesday, June 23, 2021SAFA and SAIT bargaining groups met and continued the discussion on performance. The parties agreed to adjourn bargaining meetings for the summer. The next meeting date is set for Wednesday, Sept. 22. |
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SAFA bargaining update | Wednesday, June 9, 2021SAFA and SAIT bargaining groups met. The parties discussed performance management, including the case for change regarding annual performance reviews. The discussion touched on performance philosophy and models, and Section 15 (Performance Reviews). The next meeting date is set for Wednesday, June 23. |
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SAFA bargaining update | Wednesday, June 2, 2021The SAIT and SAFA bargaining teams have finalized a Letter of Understanding (LOU) on the Use of Vacation for 2021-2022. The LOU is a recognition of tentative agreement on Sections 32 (Annual Vacation Leave – Instructors and Educational Counsellors) and 33 (Annual Vacation Leave – Librarians). Faculty will be able to see their vacation deposit online by June 12. When will I see the vacation deposit in my balance?
What will be deposited?
What if I don’t see the deposit as above?
Will this practice of depositing vacation as one lump sum continue or is this only for the 2021/2022 year?
What happens if I have a negative balance and leave SAIT?
Why do I need to use up my vacation during the year?
When do I need to use up my vacation?
What if I think my vacation balance is incorrect?
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SAFA bargaining update | Wednesday, May 26, 2021SAFA and SAIT bargaining groups met. The parties continued the discussion on vacation leave. The next meeting date is set for Wednesday, June 9. |
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SAFA bargaining update | Wednesday, May 12, 2021SAFA and SAIT bargaining groups met. The parties discussed annual vacation leave. Next meeting date is set for Wednesday, May 26. |
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AUPE bargaining update | Monday, May 3 and Tuesday, May 4, 2021AUPE and SAIT bargaining groups met. The parties discussed several articles and topics: bulletin boards, printing of agreements, probationary period, vacation, work hours and overtime. As well, SAIT provided information to the AUPE bargaining team specific to SAIT’s commitment to accommodating employees with time off for vaccinations, and upcoming changes to LAPP vesting period. Next meeting dates are set for Friday, July 16 and Tuesday, July 20. |
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SAFA bargaining update | Wednesday, April 28, 2021SAFA and SAIT bargaining groups met. The parties discussed vacation and had presentations from Jim Gibson, School for Advanced Digital Technology, and Vis Naidoo, Director, Centre for Continuing Education and Professional Studies. No future meeting date has been confirmed. |
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SAFA bargaining update | Wednesday, March 31, 2021Proposals exchanged. SAFA and SAIT exchanged bargaining proposals. |
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AUPE bargaining update | Thursday, March 4, 2021AUPE and SAIT bargaining groups met to review bargaining proposals at a high level. Highlighting articles, on both sides, with desired changes. |
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AUPE bargaining update | Tuesday, March 2, 2021Proposals exchanged. AUPE and SAIT exchanged bargaining proposals. |
Meeting schedule
- SAFA | Wednesday, Jan. 26, 2022
Post-secondary collective bargaining in Alberta
SAIT and other post-secondary institutions in Alberta are public sector employers.
The labour relations and collective bargaining of Alberta’s post-secondary institutions fall under the Labour Relations Code, the Public Service Employee Relations Act and the Post-secondary Learning Act.
The Provincial Bargaining Coordination Office is the central agency that coordinates collective bargaining with the broader public sector employers.
The Alberta Labour Relations Board is an independent tribunal responsible for administering the Labour Relations Code and applying the legislation governing collective bargaining.
Collective bargaining process
Collective bargaining is a process of determining the terms and conditions of employment through direct negotiations between a union and an employer.
A typical collective bargaining process includes the following:
- A notice to commence collective bargaining initiates collective bargaining and can be issued by SAIT or the union.
- Negotiations start with the exchange of opening proposals from both SAIT and the union. This may include proposed additions, changes or deletions relating to the current collective agreement.
- Bargaining teams representing SAIT and the union meet for a scheduled series of negotiations. Both parties bargain in good faith to make every reasonable effort to enter into a renewal collective agreement. At any time during collective bargaining, either or both parties may request assistance from a mediator. If an agreement cannot be achieved through negotiations and an impasse is reached, there are a number of methods for resolving disputes in collective bargaining.
- When the bargaining teams have reached a settlement on a tentative renewal collective agreement, the agreement must then be ratified.
Frequently asked questions
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Most of SAIT’s employees are represented by one of the two unions listed below. The union negotiates the terms and conditions applicable to the employment of its members through collective bargaining negotiations with SAIT. Alberta Union of Provincial Employees (AUPE) SAIT Academic Faculty Association (SAFA) |
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Collective bargaining is a process of determining the terms and conditions of employment through direct negotiations between a union and an employer. |
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When one or both bargaining parties decide no further progress is possible through negotiation discussions, an impasse is reached. There are a number of methods for resolving disputes in collective bargaining. 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 strikes/lockout processes. |
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When the bargaining parties are unable to negotiate a collective agreement, the union may choose to strike. A strike includes a cessation of work, refusal to work or refusal to continue to work by two or more employees for the purpose of compelling the employer to agree to terms or conditions of employment. In advance of a strike, a vote of employees in the bargaining unit must take place and the majority of votes must be in favour of the strike. Employees are unpaid for the duration of the strike. |
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When the bargaining parties are unable to negotiate a collective agreement, the employer may choose to lockout the employees. A lockout includes the closing of a place of employment by an employer, the suspension of work by an employer or a refusal by an employer to continue to employ employees for the purpose of compelling employees to agree to terms of conditions of employment. Employees are unpaid for the duration of any lockout. |
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The Alberta Labour Relations Board (ALRB) is an independent and impartial tribunal responsible for the day-to-day application and interpretation of Alberta's labour laws. The role of the ALRB is to interpret and apply the legislation governing collective bargaining including:
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Provincial legislation describes essential services as 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. The parties to an essential services agreement may also agree to a broader definition or to particular positions deemed essential. |
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Most unions have the right to strike and most employers have the right to lock out. Prior to those events occurring, employers and unions generally must go through a number of required steps as set out in the Alberta Labour Relations Code, the legislation that governs collective bargaining, and strike/lockout processes. One of those steps is to negotiate an Essential Services Agreement (ESA). At any time during collective bargaining, either party may give the other written notice of the desire to identify or negotiate essential services that would continue to be performed in the event of a work stoppage. Their agreements must identify:
Any ESA must be approved by the ALRB. |
Contact
SAIT remains committed to providing information on collective bargaining. If you have questions or comments they can be sent to bargaining@sait.ca.