Collective Bargaining Updates

May 2021 — Update on University's Negotiations with CUPE

In May 2021, Lakehead University and the Canadian Union of Public Employees (CUPE) Local 3905 ratified its collective agreement renewal.

The new collective agreement has a 3-year term with an expiry of August 31, 2023.

Our sincerest thanks to all involved in the bargaining process for their time and dedication in coming to a mutually beneficial agreement.

March 5, 2021 — Update on University's Negotiations with LUFA

We are pleased to announce that on Wednesday, March 3, Lakehead University's Board of Governors ratified the Collective Agreement between Lakehead University and the Lakehead University Faculty Association (LUFA) after LUFA members had recently voted in support of the agreement.

Terms of the new LUFA Collective Agreement are for the period of September 1, 2020 to August 31, 2022.

The University thanks the bargaining teams of both parties who have been working towards this new Agreement since last summer.

January 21, 2021 — Update on University's Negotiations with LUFA

In late December, the Lakehead University Faculty Association (LUFA) presented its list of outstanding proposals to the mediator, Eli Gedalof. LUFA continues to work with the mediator to prioritize its proposals.
 
The University looks forward to the next meeting and continuing to work with the mediator towards a collective agreement.  

December 16, 2020 — Update on University's Negotiations with LUFA

On December 15, 2020, the bargaining committees for both the University and the Lakehead University Faculty Association (LUFA) met to continue their ongoing efforts to reach an agreement on a new collective agreement.

Working with the mediator, Eli Gedalof, the parties moved forward on a number of important issues, including pension and the University’s move to withdraw layoff language. In addition, the parties signed off on a number of previously-agreed-to non-monetary issues.

Discussions are ongoing and the University is confident that, working with the mediator, a collective agreement can be reached.  

November 30, 2020 — Update on University's Negotiations with LUFA

Bargaining committees for both the University and LUFA, the union representing our faculty and librarians have been in collective bargaining since the summer aimed at reaching a negotiated collective agreement. This round of bargaining occurs under a global pandemic and Bill 124, (Protecting a Sustainable Public Sector for Future Generations Act, 2019), which only allows for a 1% increase to total compensation for each of the three years of the moderation period.

In order to assist in achieving an agreement, the parties agreed to retain an independent third-party mediator who has been working closely with both bargaining committees.

The University has responded to the Association’s identified priorities, and tabled its own series of counter-proposals to all other proposals put forward by LUFA. 

Among the items reviewed and clarified by the bargaining committees are:

- the University’s fiscal situation,
- proposed changes to LUFA’s current pension program,
- faculty compensation increases, and
- a host of other priorities brought to the bargaining table by LUFA.

To clarify some specific components of the University's fiscal situation:

- The University’s audited financial statements indicate $30 million in cash, which are based on timing of grant and tuition revenue deposits and are used exclusively for cash payments such as processing current payroll for all employees.
- Restricted funds balance of $60 million are dedicated to specific purposes and are not used for operating budget items such as compensation increases.
- There are considerable losses brought on by the global pandemic, including ancillary revenues (estimated $5 million dollar loss in fiscal 2020-2021) and the current significant instability of enrollment (estimated $4.5 million loss in fiscal 2020-2021).
- The University is currently projecting an operating deficit of $6.9 million in fiscal 2020-2021.

The bargaining committees have agreed on a number of items; however, a few key issues remain outstanding. 

Pension has been the most significant issue discussed between the bargaining committees. This issue is both complex and challenging as any move to a different pension plan would require consideration and ratification from all other bargaining units and employees on campus, and therefore this is not solely a faculty issue.

The University retained Eckler, an actuarial leader in Canada, to conduct a review of the current pension plan, including benefit adequacy and a feasibility analysis on other pension options. We expect to share those findings with the Lakehead community in the coming weeks.

In the meantime, as has always been done, the University will continue to make pension contributions in accordance with all of our collective bargaining agreements, including $11 million in special payments over the last 10 years that were made in light of the growing pension concern and solvency deficiency.

The University remains committed to working with LUFA to achieve a negotiated collective agreement that reflects the important role of faculty and librarians and that is reflective of the current fiscal and pandemic circumstances on our campuses.

November 18, 2020 — Update on University's Negotiations with LUFA

On November 11, the University’s and LUFA’s respective bargaining teams met virtually with the assistance of mutually-appointed mediator, Eli Gedalof. This was the second meeting Mr. Gedalof has attended.

Pension challenges formed a large portion of the meeting’s discussion, as was the case at the last meeting on September 28. Pension matters are multi-faceted as they affect a majority of Lakehead employees, and not just members of LUFA. In addition, any changes to pension must be compliant with Bill 124 which is legislation passed by the Ontario government that limits increases in total compensation (including pension) to 1% in each of the three years of the moderation period.

On November 4, LUFA tabled its pension proposal that was reviewed by the University. At the November 11 meeting, the University tabled its response to LUFA’s proposal.

Earlier this year, Lakehead retained the services of Eckler (Canada’s largest independent actuarial consulting firm) to review the University’s current pension plans and provide recommendations for going forward. The University looks forward to continuing to explore all options presented in the final Eckler report. Detailed costings, risks, and considerations of all options are required before employee groups, pension committees, and the Board of Governors could consider taking steps to alter pension entitlements.

Lakehead remains committed to working with LUFA and the mediator to resolve these important issues and achieve a negotiated collective agreement.

November 2, 2020 — Update on University's Negotiations with LUFA

This month, Lakehead University and the Lakehead University Faculty Association (LUFA), the union representing our faculty, continued collective bargaining with a mutually-agreed-upon mediator with the goal of achieving a negotiated renewal of our collective bargaining agreement.

We are optimistic that we can achieve a negotiated collective agreement that reflects the value that our faculty bring to the learner experience and the University while reflecting the challenges brought on by COVID-19. Bargaining is proceeding under the parameters of the Province’s Bill 124 which limits total compensation increases to 1% for public service members.

We are also engaged in discussions about the current pension plan — a complex matter that may impact all of Lakehead’s employee groups. The University is committed to working with the Lakehead community and pension experts to determine the potential outcomes of the proposed changes.

Lakehead University's Bargaining Team (of the employer)

Michael Kennedy, Chief Negotiator
Kathy Pozihun, Vice-President (Administration & Finance)
Dr. David Barnett, Provost and Vice-President (Academic)
Adam Shaen, Associate Vice-President (Human Resources)
Emilie Cameron, Director of Academic Relations & Operations Advisor to the Provost
Kylie Williams, Labour and System Officer (Human Resources)