Summary of Gains: 2024-2028 

Salary/Monetary

  • General Salary Increases (GSI) of 2.5%, 2.75%, 3%, and 3%
  • Effective April 1, 2024, a special adjustment (aka lump-sum) increase to base salary of $3,500 for every Member
  • Effective April 1, 2024, an increase to the salary maxima of 2.5% plus:
    • $12,000 salary maxima increase for full Professors
    • $4,250 salary maxima increase for Associate Professors and Senior Instructors
    • $2,750 salary maxima increase for Assistant Professors, Lecturers, Instructor I, Instructor II, General Librarians, Assistant Librarians, Associate Librarians, and Librarians
  • Effective April 1, 2025, the salary maxima for all ranks will increase by 2.75%
  • Effective April 1, 2026, the salary maxima for all ranks will increase by 3%
  • Effective April 1, 2027, the salary maxima for all ranks will increase by 3%, and then by a further 10%.
  • Salary increments for year one are calculated by first determining the new floor by dividing the new maxima by 1.4 and then creating 10 steps between the new floors and the maxima. Salary floors and salary increments for subsequent years are increased by the GSI percentage.
  • Members hired between the end of the last agreement (March 31, 2024) and the ratification of the new agreement will also receive the salary gains negotiated, including for year one.
  • Your GSI, $3,500 lump-sum, salary increment, and promotion increment will be applied to your base salary, subject to the new salary maximum at your rank, and paid retroactively to April 1, 2024.

In addition to the above improvements to salaries, there is a new Research/Study Leave provision (RSL). You will now have the option of taking a 12-month leave at 100% salary for 8 RSL credits. This option is in addition to already existing RSL provisions, and will be available starting July 1, 2026. 

Term Appointment Conversions

Effective April 1 2027:

  • Members in the Instructor and Librarian ranks who are on full-time contiguous term appointments for six years and who have performed satisfactorily in that time, will have their subsequent appointment be converted into a continuing position;

Effective April 1, 2026:

  • Instructors who are coaches of UM sports teams will initially be appointed to one-year renewable term appointments for the first six years. After completion of six years of contiguous appointments, any subsequent appointments will be for three-year terms.
  • These provisions are retroactive – service to date will be counted toward the six year period. 

Child Care

  • The administration will commit $1,000,000.00 to a fund that will be used to negotiate priority designated childcare spaces at the Fort Garry Campus for children of UMFA Members. 
  • Should the University fail to come to terms with the Campus Day Care Centre that are acceptable to UMFA on or before March 31, 2028, or should the fund not be used in its entirety, any remaining portion of the $1M will be transferred to UMFA to support childcare initiatives for UMFA Members.

Equity in Hiring

Significant improvements to the Hiring Article (Article 18) to create a path for ensuring a more diverse, inclusive University. Improvements include:
 
New Hiring Practices:

  • Where two or more candidates are relatively equal and one or more candidates is from an underrepresented systemically disadvantaged and marginalized group (women, Indigenous Peoples, persons with disabilities, racialized persons), a candidate from an underrepresented systemically disadvantaged and marginalized group will be selected.
  • New criteria on determining “underrepresentation” based on voluntary demographic data collection, and in some cases, use of census data.
  • University administration to conduct an annual voluntary demographic data collection campaign targeted to Members.
  • Where the recommended candidate is not from an underrepresented systemically disadvantaged and marginalized group, and there are qualified candidates from one or more of those groups, the CV’s of the recommended candidate and the best qualified candidate from such groups will be forwarded to the dean along with the committee’s recommendation. The basis for the committee’s recommendation will be explained in detail.
  • Summary of Applications Forms will be updated to indicate whether applicants, interviewees, and appointees voluntarily identified as being from a specific systemically disadvantaged and marginalized group.

Equity Preferred and Equity Designated Positions:

  • Article 18.B.2.1 describes “that academic staff members with faculty rank meeting in committee shall recommend to the dean the priorities and procedures whereby candidates shall be sought, assessed and recommended for appointment”. Improvements to these 18.B.2.1 meetings include:
    • Before an 18.B.2.1 meeting University administrators will provide academic staff members with a report detailing any applicable underrepresentation in the unit. Where data is insufficient to clearly discern whether a designated group is underrepresented in a unit, then the relevant group will be included as an underrepresented group.
    • If an underrepresentation exists, during the 18.B.2.1 meeting academic staff can recommend that a search be conducted for an:
      • Equity Preferred Position where priority is given to hiring a candidate from a specific underrepresented systemically disadvantaged and marginalized group, or an
      • Equity Designated Position which is open to only those applicants from a specified underrepresented systemically disadvantaged and marginalized group or groups.

These positions are contained in a Letter of Understanding in the Collective Agreement and specify that up to 20 Equity Preferred Positions may be hired each year and up to 6 Equity Designated Positions may be hired each year, with up to an additional 4 positions for Indigenous Peoples.

Other Equity-Related Changes

  • Recognition of Career Path Differences: Candidates for hiring, tenure, and promotion are to be assessed with a valuing and appropriate weighting of career path differences, including those associated with protected human rights-based characteristics (see Article 15 of the CA), including but not limited to those caused by health, care, and family responsibilities and/or barriers that persons in systemically disadvantaged and marginalized groups may have encountered in their careers, in order that such interruptions and/or barriers will not be a disadvantage to the candidate.
  • Workload adjustments for Extraordinary Service Responsibilities: While Members from systemically disadvantaged and marginalized groups will be sought to serve on search, tenure, and promotion committees to ensure representation from these groups or to fulfill gender diversity requirements, they will not be penalized in any way for refusal to participate on committees beyond a normal service load. When they do assume increased service duties to serve on these committees, or other comparable service assigned by the University, the University will implement a reasonable workload adjustment.
  • Reduced Appointments Eligibility Expanded: Reduced appointments will now be available for Members who are on term or probationary appointments, for a maximum of 2 years.

Technology Used in Teaching

  • Stronger Language on Consent Regarding Teaching in Modalities of Non-In-Person Course Instruction: You have the right to reasonably withhold your consent in the use of any modality of Non-In-Person Course Instruction (defined as any manner of teaching not taught like an On-Campus Course, including but not limited to On-Line, Blended, and Dual Delivery Courses). Members will be advised by their Dean/University Librarian as to whether they would receive a teaching assistant and will be informed of the maximum course capacity before choosing whether to consent to teaching Non-In-Person Course Instruction. Withholding consent will not be held against you in any evaluation process.
    • New definitions added to define In-Person Course Instruction and Non-In-Person Course Instruction.
    • Consent will be deemed if a Member agreed to a letter of offer which assigns specific duties which include Senate-approved programs requiring or designed for Non-In-Person Course Instruction, or assigns specific duties which include teaching of courses requiring or designed for Non-In-Person Course Instruction.
  • Support for Teaching Non-In-Person Course Instruction: If you develop and/or teach courses in modalities of Non-In-Person Course Instruction, technical support assistance, relevant training, and professional development will be made available.
  • Support on Protecting Intellectual Property: 
    • When you provide evidence of copyright infringement of your course materials to the Copyright Office, you are to receive assistance, information and materials for the purpose of issuing demand letters and/or take down notices. University administration will provide an annual report to UMFA on statistics related to copyright infringement reported by Members to the Copyright Office.
    • Unless required by law, you are not required to allow recording or live streaming of your lectures without your consent.
    • University administration shall only adopt digital or information technologies that have met all University Policies, Procedures, Guidelines, or By-Laws.
    • Commitment by the University administration outside of the Collective Agreement to review and revise the Student Discipline Bylaw and the associated Student Non-Academic Misconduct and Concerning Behaviour Procedure to indicate that unauthorized file sharing and recording of your course material is explicitly listed as an enumerated offense. University administration will also communicate with all students what the prohibitions are on unauthorized file sharing and recording.
    • Commitment by the University administration outside of the Collective Agreement to communicate with all Members what data is collected through UMLearn and its applications as well as how you can protect your privacy when using University-supported video conferencing tools.
  • Parameters on Online Invigilation: Normally, invigilation for tests, mid-terms, and final exams will be in-person, but if University administration determines that an off-campus exam is needed, you will not be delegated the responsibility for finding an in-person invigilator. Any means of remote proctoring must be vetted for privacy or security considerations.
  • Control Over SRI Open-Ended Comments: Confirmation that University administration cannot access or make physical copies of your online teaching evaluation open-ended comments. Digital copies hosted by the University will be deleted after 12 months.

Benefits

  • New University Employees Scholarship Funding: Increase of an additional $100,000 to the University of Manitoba Employees Scholarship to be made every April 1 in 2025, 2026, and 2027.
  • Teaching Stipend Increases: Significant increases in stipends for teaching Summer Session 1 and 2 and Off-Campus University Credit Courses.
  • Administrative Stipends: Increased by 7.5% in 2024, 7.75% in 2025, 3% in 2026, and 3% in 2027.
  • Extended Travel and Expense (T&E) Fund Carryover: Travel and Expense Fund carry-over increased from 2 to 3 years.
  • Expanded T&E Uses: You will now be able to use your Travel and Expense Funds for:
    • Travel for an undergraduate or graduate student under your supervision for attending meetings of academic or professional groups or for supporting your research and scholarly work;
    • Purchase of services to be used by a graduate student or undergraduate student under your supervision in support of your academic duties or in support of the research and scholarly work which forms a part of your university duties;
    • Childcare-related and dependent-care-related expenses incurred when you travel to attend meetings of academic and professional groups or while travelling to pursue research and scholarly work which forms part of your university duties.
  • Anomalies Fund Increase: Anomalies Fund increased from $100,000 to $150,000.
  • Computers, Health Care Spending Account, Parking, Stipends:
    • University will provide each Member with a computer upon their first appointment. Prior to providing a computer, the University will give a Member the opportunity to request that specific computer equipment be provided to meet the needs of their teaching, research, and service duties.
    • Health care spending account remains at $865 throughout the agreement.
    • Parking Rates, Travel and Expense Funds, and Northern Allowance increased by general salary increase percentages (2.5%, 2.75%, 3%, 3%).

Leaves

  • New Option for Research/Study Leaves: As noted above, a 12-month research/study leave at 100% base salary, to be obtained with 8 research/study leave credits or 48 academic librarian credits. This option will be available for July 1, 2026.
  • Protecting Research Grant-Based Teaching Releases: Members who receive a research-grant based teaching release and who are on a six-month research/study leave in the same academic year will not have their teaching release reduced or prorated when applied to their teaching load for that academic year.
  • Compassionate Care Option: Ability for you to take  up to 28 weeks of compassionate care leave of absence without pay to provide care or support to a family member who is gravely ill with a significant risk of death;
  • Other Negotiated Items:
    • Application for research/study leaves may be made in anticipation of accumulation of the credits at the time the leave is to be taken.
    • Service in an administrative position excluded from the bargaining unit immediately prior to service as an academic administrator as defined in 21.1.2 will be recognized as part of the “continuous years of service” requirements.
    • Upon request and with at least 6 months written notice, Members to be granted an automatic waiver of the obligation to return from a research/study or administrative leave (and of any requirement to reimburse the University for remuneration received while on leave) should the Member be at least 55 years old and have completed at least 5 years of service to the University.
    • Significant changes to the UMFA Officers Release Time Article (Article 36): the Association will be invoiced for teaching replacement costs. Changes also include new recognition that release time can also be negotiated if you become an officer of the CAUT, the CAUT Defence Fund, or the Manitoba Organization of Faculty Associations (MOFA).

Working Conditions, Tenure, and Promotion

  • Annual Consultation on Support Staff Needs: Annually, in preparing the budget for their unit, Deans and the University Librarian must seek the feedback of Members in their unit about what the reasonable amount of support staff for the coming academic year would be.
  • Submission of SRIs for Tenure and Promotion is Optional: You may include Student Reflections on Instruction (SRI) results in your tenure and promotion applications, but these committees are prohibited from requesting such data. No negative inference will be drawn if these results are not submitted, though you still remain responsible for satisfying the criteria for tenure and promotion established by your unit.
  • Tenure and Promotion Process Updates:
    • Addition of a stage of the tenure and promotion committee process where the committee may have areas requiring clarification regarding the Member’s application. The Chairperson is to inform the Member in writing of the areas needing clarification and establish a meeting date with the Member in order to provide them in writing with the questions and areas of clarification that the committee may have. The Member is to be given the opportunity to speak to the committee regarding these areas requiring clarification and be able to provide a written response.
    • Confirmation that normal tenure committee procedures apply to early tenure applications and must be completed by October 3. Deadline for early tenure application withdrawal now extended to October 10.
    • Confirmation that the Department Head serves as a resource to the committee, providing context as to the candidate’s assigned duties.
    • Following the normal discussions regarding promotion between a Member and their Department Head (at either’s initiation), promotion applications are now initiated by the Member, by filling out the necessary forms and submitting them to the Dean/University Librarian.
    • Written opinions regarding promotion applications may be sought regarding a Member’s service, in addition to teaching and research duties.
    • Significant changes to the Promotion Appeal process, to streamline the establishment of appeal panels.
  • Other Negotiated Items:
    • UMFA to receive copies of each term and contingent re-appointment letter of offer.
    • UMFA to receive copies of each approved or revised Guidelines within 30 days of a successful vote.
    • New Letter of Understanding to change some instructions when you should send notice to your Dean, who will then forward the notice to the Provost, instead of you sending notice directly to the Provost. 

Investigations and Discipline

  • Clarity on Discipline: Only a Dean or University Librarian may reprimand a Member, and only the President may suspend a Member with or without pay or recommend their dismissal to the Board of Governors. When a recommendation for dismissal is made to the Board, the Member has the right to have an UMFA representative present their case to the Board prior to the Board deciding on the President’s recommendation.
  • Interim Measures Procedure: A Member is to be provided with written notice of any interim measures imposed on them, with a copy to UMFA within 72 hours (unless the Member does not want UMFA to receive one). Ability to grieve the interim measures beginning at Stage 3 of the Grievance Process.

Bargaining Information For UMFA Members

Strike FAQ

Updated March 2025
General Job Action Information

1. Background

2. What would a strike/lockout look like?

3. How do I explain all this to students, my friends, neighbours?

1. Background

  • Over the course of the 2021-2024 Collective Agreement, UMFA Members salaries lost 8.4% in value due to inflation.
  • According to the most recent data from Statistics Canada, UM academic salaries have once again fallen to last place among the 13 English-speaking universities in the U15.
  • The administration’s latest salary offer will not make up for inflationary losses, nor raise all UM ranks out of last place in the English-speaking universities in the U15. 
  • The administration has also not made an offer that significantly addresses improvements to your workload, child care, or benefits, which are issues you made clear were strong priorities in this round of bargaining.
  • The administration’s most recent salary offer would improve the salaries of a small portion of UMFA members much more than others, which is a deliberate employer tactic to pit union members against each other and would create large salary anomalies for members that go up for promotion later in the contract.

2. What would a strike/lockout look like?


What does it mean to be locked out or on strike?

To be on strike requires withdrawing some of your job responsibilities from the employer and engaging instead in strike duties. Members must cease all teaching, supervision, advising, library work, service, and administrative duties, and instead engage in strike duties. You MUST continue with your research.

During the strike, Members must not hold, or make available, online or off-campus classes. All service duties, such as participation on committees, must also be discontinued. All administrative services provided by UMFA Members, including Heads, Associate and Assistant Heads, Directors, Coordinators, or Graduate and Undergraduate Chairs of Departments, must be withdrawn. Examples of such service include going to committee meetings, approving students’ final grades, organizing or promoting campus events, supervising research and teaching assistants, etc.

Being on strike would mean:

  • Withdrawal of your teaching and service.
  • Continuation of your research.
  • To receive picket benefits of $200/calendar day (i.e. $1,400/week ) that are tax-exempt, you must participate in picket duties of at least 2.5 hours each weekday, Monday through Friday, to raise awareness about bargaining issues.

Members who are not physically capable of walking a picket line on the Fort Garry, Bannatyne, or other campuses can request alternate picket duties as an accommodation. These duties may include driving members and supplies to/from picket lines; preparing supplies and food at strike headquarters (#16-62 Scurfield Blvd); printing, cutting, and packaging flyers; processing picketing logs; etc.

If you need to conduct your research on campus, inform the picket captain and your colleagues on the picket line that you are only entering campus to conduct your research, and not for any other reason.

The administration has agreed that Members who withdraw their teaching and service duties, but continue with their research duties, will continue to be paid for their research duties.

When would a strike take place?

The Collective Agreement Committee has set a bargaining deadline of Friday, March 7 at 11:59 p.m., with a potential strike to start on Tuesday, March 11. 

I didn’t fill out the Job Action Survey – how do I get my picket shift assigned?

If you did not complete the job action survey, you’ll receive email instructions if a strike is called.

Manitoba’s New Legislation: Strikes and Lockouts

A strike where you withdraw your teaching and service, but continue your research, does not trigger the new provisions of Manitoba’s Labour Relations Act that prohibits replacement-workers. The administration is not legally obligated to prohibit UMFA Members from working when this kind of a strike is called.

Beyond withdrawal of teaching and service, Members are required to contribute to job action in order to receive strike benefits. This includes a picket shift of at least 2.5 hours each week day, Monday through Friday. 

Manitoba’s New Legislation: Essential Services Agreements

Another element of the new legislation as part of Manitoba’s Labour Relations Act, is that unions and employers are legally obligated to discuss Essential Services Agreements (ESAs) in every round of bargaining. The Association and the administration are working together to meet this obligation. In future years, this discussion will be completed no later than 3 months before the expiry of the Collective Agreement, but because the legislation was introduced long after the UM/UMFA Collective Agreement expired, discussions are currently ongoing.

The overwhelming majority of work conducted by UMFA Members will not be deemed essential. 

Will my health benefits continue if I’m on strike/locked out?

Yes. If the administration does not continue paying the cost of your benefits, UMFA will pay the cost of maintaining health benefits. This means you will have access to the dental plan, extended health benefits, and your other benefits during the period of the strike. Your life insurance will continue to be in effect. You should continue to utilize your health benefits as you normally would - don’t delay or cancel any of your health-related appointments.

How much money do I receive when I’m on strike?

Picket benefits will be $200/calendar day (i.e. $1,400/week) and are tax-exempt. 

You must participate in a picket shift of at least 2.5 hours each week day, Monday through Friday, to receive your picket benefit.

Are there accommodations if I’m not physically able to walk a picket line on the Fort Garry or Bannatyne campuses?

All members who are able to walk a picket line must do so. 

If you are not physically able to walk a picket line you can request alternative picket duties as an accommodation. These duties may include driving members and supplies to/from picket lines; preparing supplies and food at strike headquarters; assisting with preparations of daily information leaflets; etc.

A job action survey has been distributed for you to mark your preference for picket location and times and picket shift schedules will be released the weekend of March 8.

If you did not complete the job action survey, you’ll receive email instructions if a strike is called.

What kind of assistance is available in terms of childcare during a strike?

The union is not in a position to provide childcare. Schedule your picket duties so you can maintain your existing childcare arrangements.

Will I need to declare to the administration that I’m on strike?

No. To strike, you don’t have to make any formal declaration. To receive the strike benefit ($200/calendar day), you have to perform strike duties and withhold your teaching and service work from the employer.

Strike and Tenure

Does supporting a strike influence my future tenure/promotion?

No. Participation in union and strike activities is a legally protected right in Canada. If you feel you may be experiencing retaliatory or discriminatory behaviour due to union activities, contact the UMFA office immediately: This email address is being protected from spambots. You need JavaScript enabled to view it. / 204.474.8272

Does the time spent in lockout/strike extend my untenured period?

Upon return to work after the UMFA strike in 2021, an agreement was negotiated that extended all such deadlines by the length of strike plus 10 days. In the event of a strike or lockout this would have to again be negotiated with the administration. 

Supervising/Communicating/Working with Students

Am I allowed to advise/communicate with students using personal contact info during a strike?

No. Advising and communicating with students as part of your regular teaching duties must cease for the duration of the strike.

However, communication may continue with students who have been hired as research assistants as part of your research if they are not completing the work as part of their degree requirements.

Will students continue to participate in course work during a strike/lockout?

In the past the University Senate has not required students to cross the picket line or attend classes during a strike. However, students are responsible for keeping up with all assigned class work. Once classes resume, remediation plans will be developed. Students can learn more about their rights and responsibilities by contacting UMSU.

Members on Leaves/Reduced Appointments

If I’m on Maternity Leave, Parental Leave, Sick Leave, or Long Term Disability, will my salary/benefits continue to be paid?

Yes. In the event of a strike Members on leave for the above reasons will continue to be paid and have access to their benefits. You will not be expected to participate in picket duties, and are not eligible for strike benefits. You are, however, encouraged to demonstrate your solidarity by participating in rallies or demonstrations, and on social media. 

I am on research/study or administrative leave. Will I be on strike if a strike occurs?

No. Members on research/study or administrative leave are not expected to participate in any form of job action, and are not eligible for strike benefits. Members on leave are, however, encouraged to demonstrate their solidarity by participating in rallies or demonstrations, and on social media.

If I have vacation scheduled during the strike/lockout, will I still be able to support the picket lines and receive the strike benefit?

Alternate picket duties may be accommodated in the event you have scheduled vacation during a strike/lockout. Contact UMFA’s Job Action Committee to discuss your individual situation. 

I am on a reduced appointment, do I receive the full strike benefit amount or half that amount?

If you are a Member of UMFA and perform your assigned strike duties, you will receive full strike benefits.

Clinical Practices and Supervision

I offer clinical services to the community and students. Will I continue to offer these services in the event of a strike/lockout?

The Essential Services Agreement outlines which non-research activities will continue during a strike. Unless provided for in an Essential Services Agreement, all other work will be struck. 

3. How do I explain all this to students, my friends, neighbours?

What can I tell my students about potential job action?

If your students ask you questions about a possible strike, you can tell them that you'll talk about it at the end of the class. Stress that it won't be during class time, that they don’t have to stay to hear the answer if they don’t want to, and that what you say won't be on the exam or graded in any way.

What you might tell them:  UMFA, which represents professors, instructors, librarians, coaches, and counsellors, is currently bargaining with the administration over our collective agreement - issues that are still not seeing an adequate response from administration include salary, workload, childcare, and job security. Since our last agreement, UMFA salaries have lost 8.4% of their value due to inflation. After having our salaries frozen or severely limited from 2016-2021, the modest improvements we were able to get with our 2021 strike have not been enough to make us competitive. The latest data from Statistics Canada on academic salaries shows that we remain in last place amongst the 13 English-speaking research-intensive universities in Canada.

The university can afford to improve its offer, but the administration’s bargaining team has said they must stay within the “mandate” provided by the administration. Over the last five months the administration has only updated their salary offer twice, and only after you publicly supported UMFA’s proposals. The administration’s proposed salary increases are only applicable to a small portion of UMFA members – a clear and classic negotiation tactic designed to pit union members against each other. 

Faculty members need the administration to demonstrate that they are taking bargaining seriously, and are responding to the improvements that are needed for faculty working conditions. Right now the administration is not prioritizing improvements to faculty working conditions, so we need to make them. Sometimes, that means a strike.

Faculty don’t know whether there will be a strike, and there will be uncertainty for the next little while. We hope we don’t have to strike. In the previous recent strikes, regulations were passed stating that students could not be penalized for their attitude towards the strike, the university calendar was modified to allow courses to finish, and a notation was put on students’ transcripts to show a strike had taken place during that year.

This FAQ for students is also available.

What can I tell my friends and neighbours about job action?

You need a salary that keeps up with inflation and is competitive with other Canadian universities, but the university administration hasn’t offered a competitive salary increase, despite the ability to pay you more. You also want to ensure that students continue to receive quality education and research opportunities for years to come, which can only be achieved if the university is able to recruit and retain top faculty members.

Visuals and graphics

UMFA has made Zoom and PowerPoint backgrounds that you can use during your lectures.  To save the background images, click on the link below to open the image, then right click to save it.

"We Make U of M Happen" backgrounds for PC

pngZoom background - black

pngZoom background - white

pngZoom background - green

"We Make U of M Happen" backgrounds for mobile

Mobile Zoom background - black

Mobile Zoom background - white

Mobile Zoom background - green

Mobile Zoom background - black with colour logos

UMFAgreen background logo top

 

pptPowerPoint background

 

Email signature logo (do not enlarge in your email or it will distort the image)

UMFA EmailSignature

UMFA Bargaining Information For Students 

January 2025

What is UMFA?

The University of Manitoba Faculty Association (UMFA) is the labour union that represents over 1,300 full-time academic staff at the University of Manitoba: — your Professors, Librarians, Instructors, Coaches, and Counsellors. 

What does UMFA do?

UMFA advocates for Members’ rights and the protection of their working conditions, which are governed by a contract with the university administration known as a collective agreement. 

When UMFA Members’ working conditions get better, so do your learning conditions. When UM faculty are paid wages that are competitive with Canada’s research universities the UM can recruit and retain faculty members, which means there will be enough full-time teaching staff to provide all the courses you need to graduate on time, and in small enough classes that you’re able to have time with your professors.

What does “collective bargaining” mean?

When it is time to renew the collective agreement, UMFA and the university’s administration talk about different ways to structure working and learning conditions. Proposals are negotiated in a back-and-forth process between the bargaining teams for the union and the administration. This process is called “collective bargaining”.

How does bargaining affect me?

You might hear a lot of talk on campus about bargaining, including rumours or misinformation. This might make you nervous or unsure about what is going on. While bargaining is taking place, classes will carry on as usual and you won’t notice any differences in your day-to-day student experiences. At its core, bargaining is about improving working conditions for UMFA Members so they can provide the best learning experience for you. 

What are UMFA’s priorities in this round of bargaining?

The current round of bargaining involves many issues including equity, diversity and inclusion (EDI), childcare, protections for intellectual property, workload, and more. The most important issue is salary. UMFA salaries were frozen, or severely limited, from 2016 to 2021. Though there have been modest salary increases from 2021 to 2024, the increases have not kept up with the cost of inflation, nor have they kept UM academic salaries competitive with Canada’s other top research universities (known as the U15).  In fact, UMFA salaries are at the bottom of the U15 in almost all categories.

You went on strike twice in 5 years. How concerned should I be about another strike this year – especially now I hear there is going to be a strike vote?

The goal of negotiations is always to come to an agreement without disruption and UMFA is committed to reaching a fair deal with administration at the bargaining table. The decision to do so is never made lightly. 

If authorized, the strike vote will take place February 5-7, 2025. A “yes” vote doesn’t necessarily mean that there will be a strike. Faculty members will only go on strike if negotiations fail. We hope that a “yes” vote will motivate the administration to reach a settlement before the strike deadline. 

In its 50 years, UMFA has gone on strike four times (1995, 2001, 2016, and 2021). More commonly, negotiations continue right up to the last minute of a bargaining deadline and then a contract is settled without a strike. It’s nerve-wracking, but it’s often how bargaining plays out. Faculty will only go on strike if negotiations fail.

How can you say it’s about the students when you’re fighting for higher pay?

Of Canada’s top research universities (the U15), the University of Manitoba is at the bottom when it comes to the salaries of your professors, instructors, and librarians. This makes it increasingly difficult to hire new faculty because job candidates are accepting offers elsewhere because of better pay. New and established faculty are also leaving the UM for jobs in other provinces because the pay is better. 

If departments don’t have enough faculty, the implications for students is that there are fewer options for you, such as:

  • Your degree could take longer to finish if departments don’t have faculty to offer requisite courses every semester, or even every year.
  • Your classes could get even bigger, if departments don’t have faculty to offer additional sections, or additional courses.
  • Your advisor could have less time for you, or could provide fewer research opportunities.

If the administration doesn’t invest in faculty members, students suffer.  UMFA wants to ensure that UM remains a university you are proud to attend, and that offers you a world-class education you can complete on time. 

What will a strike mean to me? What can I expect?

If a strike is called, UMFA members will not be teaching, supervising, or doing any committee work while the strike lasts. This includes not grading papers, submitting grades, answering student emails, or using UMLearn. There will be picket lines set up on UM campuses. UMFA will be doing its best to keep students informed about what is happening so you know what to expect.

How can I show my support for UMFA?

All messages of support from UM students and staff are greatly appreciated.  Email your message of support to This email address is being protected from spambots. You need JavaScript enabled to view it., or find us on Instagram, BlueSky, and Facebook to help share our messages there. 

Send this letter to UM President Benarroch and the Chair of the UM Board of Governors emphasizing that your learning conditions are UMFA’s working conditions and calling for the UM’s bargaining team to offer your professors, instructors, and librarians a deal that will improve the UM for everyone!

Ask your program’s Student Association to pass a motion expressing support for UMFA, and have them send it to us and President Benarroch. Speak to your UMSU or UMGSA representatives and ask them to pass a motion in support of our demands. The more voices the administration hears, the more likely they are to listen!

COVID TEACHING FAQ

UMFA’s Organizing and Communications Committee, with input from the UMFA Executive, has developed this FAQ as a resource for UMFA members with teaching responsibilities. Some questions address matters of policy (e.g., the UM’s policy on not requiring doctors’ notes for short-term illnesses), while other questions address suggestions that members may choose to take up or not as they see fit.  We acknowledge and appreciate the wealth of expertise and experience among the UMFA membership and the academic freedom that is central to your teaching.

SYMPTOMS AND ATTENDANCE

Q: If a student is ill, may I require them not to attend?

You can encourage but not require that they not attend, and you can remind them of both the Self Declaration of Student Absence Policy, and the Health and Safety: Students Procedure which makes it the responsibility of students to “use reasonable care so as to protect their own safety and health and the safety and health of others affected by their actions.”

Q: If a student misses a class due to being ill, what accommodations am I required to make?

The new UM policy no longer requires students to provide a doctor’s note for illnesses that result in absences of 72 hours or less. 

If students have an illness or disability that will affect their course participation in a substantive and ongoing manner, they can be encouraged to meet with Student Accessibility Services (SAS) to develop an individualized accommodation plan that can be shared with all their instructors. Instructors are required to accommodate students on the basis of their SAS letters, but will be able to provide input as to how best to accommodate students in their course.

In the shorter term, you can follow the same approach you use for any student absence. This approach should be communicated in your course outline according to ROASS policy.  It is also important to consider any unique attendance policies and requirements your unit/program may have.

Note that you are NOT required to record and post your classes nor are you required to deliver your courses in a hybrid format (i.e., with some students attending virtually and some attending in person). 

Q: How can I make sure that students who are ill do not feel obligated to attend class?

The way you plan and implement your course can support students staying home when sick. For example, reconsider whether in-class participation grades are appropriate to include in your course during a timeframe when unprecedented levels of absences can be expected. Also, instead of having a certain number of graded activities such as in-class quizzes that are all mandatory, consider making provisions so that if students complete a certain amount, they will still receive full grades (e.g., 4/5 quizzes will count towards the final grade). You could also consider offering an opportunity to defer an exam if they are ill just prior to the initial sitting of the exam (rather than just reweighting the grade to the final exam) These strategies can alleviate pressure on students to attend class while ill, and reduce the number of make-up activities you need to schedule and oversee.

Q: Should I be scheduling extra meetings/office hours to deal with student absences?

Whether you should schedule extra meetings/office hours with students to deal with their absences is up to you to decide, balancing the need to be supportive to students and to guard against overwork.

Q: If I am ill, can I teach my class via Zoom, or must I cancel and reschedule my class?

Policies about this are determined by deans and directors. Ask your Department Head or equivalent what the policies are in your unit so you know what to expect: If my program has an attendance policy, what are some strategies that I can employ to add flexibility to my class in case of student illness?

Instructors can, if appropriate:

  • Reconsider whether in-class participation grades are appropriate during a timeframe when numbers of absences are likely to be higher.
  • Reduce the number of mandatory graded in-class activities, and/or implement an approach where if students complete a certain minimum number of mandatory activities (e.g., 4/5), they get full marks.
  • Invite students to buddy up with one another to provide each other with notes and materials from any missed classes.

CLASSROOM POLICIES

Q: Can I demand classroom changes from the university to have a classroom large enough to ensure social distancing measures (even if the university has dropped social distancing requirements)?

Unfortunately you cannot demand classroom changes unless you have a medical accommodation that has been granted by the employer. However, you should document your concerns about any space/distancing issues with your Department Head or equivalent and request their input/ideas on any available options. 

Q: If a student requires clear, plastic masks as an accommodation (i.e. for lip reading), can I decline that accommodation and wear a mask that I feel more comfortable/safer in (i.e. KN95) and request/suggest alternative accommodations for the student?

Students with recognized disabilities can request special accommodations by presenting formally documented requirements to Student Accessibility Services (SAS). SAS then works with instructors to find the most appropriate way to implement an accommodation plan. We have yet to see a case where an SAS letter of accommodation requests that instructors wear a particular kind of mask.  The Student Accessibility Policy states that Members have a right to question or challenge an accommodation by working first with SAS and/or with any accommodation team or liaison If SAS attempts to implement an accommodation where you are required to wear a particular mask, or you encounter any other accommodation in a letter from SAS that requires you to take particular action you are uncomfortable with, we invite you to contact the UMFA office at This email address is being protected from spambots. You need JavaScript enabled to view it. for advice before responding to the accommodation team or liaison.

Q: Can I host office hours on Zoom even if classes are in-person?

ROASS requires that instructors “be available for a reasonable amount of time, on a known and posted basis, for individual consultation with Students registered in their courses or laboratories” 2.9 (d). However, ROASS does not specify the format (e.g., virtual or in-person) by which instructors must be available, so you can choose your preferred format.

Q: With masks no longer required on campus, can I still I wear a mask in my class?

Yes, if you want to wear a mask for safety, you can do so regardless of a mask mandate (or lack thereof).

STUDENT EVALUATION POLICIES

Q: May I request a special classroom for students to complete tests or other course activities to ensure social distancing?

UM administration has made clear that social distancing is no longer required on campus. You can ask your Department Head or equivalent for extra room for particular activities and see what options, if any, might be available to you. In general, it’s a good practice to make these requests by e-mail to have a record.

Q: Can I put a “no rescheduled tests unless there is a doctor’s note” policy on my syllabus?

The UM has implemented a new policy indicating that doctors’ notes are not required for short-term absences. . Your syllabus and approach to addressing student absences should reflect this institutional policy.

Q: What supports are available to accommodate deferred assessments so I am not required to increase my workload to accommodate deferrals or sacrifice vacation/after-hours time?

Section 16.2 of the Collective Agreement requires that “administrative support shall, as far as practicable, be made available to Members for University business, such as teaching, research and professional activities.” Priorities for the allocation of administrative support are determined by the Dean, so administrative support may look different from unit to unit. You are encouraged to ask your Department Head or equivalent about available supports, and, if none are available, to request some. Also, you can talk to other colleagues about the need for administrative support, and to raise the issue in faculty and department meetings where a unified request can be directed toward administration from numerous colleagues at once.

WORKPLACE HEALTH AND SAFETY CONSIDERATIONS

Q: What can I do about other university employees not wearing masks at work?

University of Manitoba does not require individuals to wear a mask. If you feel this is creating an unsafe work environment consider discussing your concerns in a respectful way with the person(s) in question – this is part of fostering a culture on campus that supports everyone wearing masks for the safest possible workplace. You can also communicate your concerns to your Department Head or equivalent and to the UMFA office This email address is being protected from spambots. You need JavaScript enabled to view it..

Q: Can I refuse to teach in a space that is not adequately ventilated?

Under the Manitoba Workplace Safety and Health Act, every worker has the right to refuse unsafe work. While you may exercise this right, unfortunately, the government’s bar for what counts as unsafe conditions is extremely high, and there is no requirement that workspaces have MERV-13 filtration or HEPA filters to be considered safe. If you are thinking about exercising your right to refuse unsafe work, you are encouraged to contact the UMFA Office This email address is being protected from spambots. You need JavaScript enabled to view it. for more information.

Q: How can I request air quality data for my assigned classroom or laboratory?

To request air quality data for your assigned classroom or laboratory, or to request for the air in your workspace be tested, ask the Environmental Health and Safety Office This email address is being protected from spambots. You need JavaScript enabled to view it. for any available testing data and/or to conduct testing of your spaces. Please copy UMFA This email address is being protected from spambots. You need JavaScript enabled to view it. on your request.

UMFA has easy-to-use CO2 monitors that you can borrow to test your workspace. Contact This email address is being protected from spambots. You need JavaScript enabled to view it. to borrow one. CO2 levels are one indicator of air quality and show the levels of CO2 (generated by people breathing out) accumulating from the occupants in a space. If CO2 levels are high, this can be used to request UM administration do additional testing (e.g., of air circulation and turnover, etc.).

In April 2023, the University announced that they would conduct assessments over the next year of the air flow and ventilation rates of 341 learning spaces at the University to find ways to improve, including “rebalancing, upgraded thermostats for demand control ventilation, fan power terminal units and installation of CO2 sensors to return ducts for system level demand-controlled ventilation”. Ventilation Improvement Feasibility Studies conducted by Epp Siepman Engineering and MEER Engineering can be found at these links:

Epp Siepman: https://news.umanitoba.ca/wp-content/uploads/2023/04/Ventilation_Improvement_Feasibility_Study_2023.pdf

MEER: https://news.umanitoba.ca/wp-content/uploads/2023/04/Ventilation_Improvement_Feasibility_Study_MEER.pdf

An Indoor Air Quality Test was also conducted by Pinchin Ltd. In April 2022, and its report can be found at this link: https://umanitoba.ca/sites/default/files/2022-05/university-of-manitoba-indoor-air-quality-report.pdf

Q: Can I request that my classroom or teaching space have a portable HEPA filtration unit or Corsi-Rosenthal air filter box?

You can ask your Department Head or equivalent for a portable HEPA filter. UM administration does not currently support the use of Corsi-Rosenthal boxes on campus.

If the air quality of the room in which you intend to use the portable HEPA filter has not been tested for a significant period of time, please contact the UMFA Office to discuss whether there are grounds for such a filter to be paid for through your professional development assistance funds.

Q: How do I request a personal microphone for teaching in large spaces?

Contact your Department Head or equivalent to purchase headset microphones for teaching.

Most large lecture rooms have wired/wireless lapel microphones for teaching that are shared amongst users. If you require a personal microphone for teaching, contact your Department Head or equivalent to purchase lapel/headset microphones to support your teaching.

  1. Arbitration March 2022
  2. Daily picket line leaflets
  3. Videos and documents
  4. A brief on the bargaining process