February 6th, 2025

January Negotiations Update

Hello Faculty,

We wanted to provide an update on last week’s negotiations with Lethbridge Polytechnic. This latest round marked a return to a more collegial approach, with unexpected requests from the previous session set aside and customary norms reinstated.  The discussions primarily focused on the workload calculator and its value, leading to a productive exchange that brought it back into focus. While we recognize there is still room for improvement, we are encouraged by the growing recognition of its contributions to our institution.  We aimed to address additional workload concerns in this round of bargaining, ensuring that all members can maintain a healthy work-life balance.  We will continue to advocate for this throughout the remainder of bargaining.  

Over the course of two productive days, we finalized several articles, moving us one step closer to a full proposal. However, we remain apart on two key issues: workload and compensation. We anticipate resuming meaningful discussions on these critical matters during our next negotiation session at the end of February.

The negotiations team is cautiously optimistic about these recent developments and hopes to maintain the spirit of collaboration that re-emerged in this latest round. We recognize and deeply appreciate the vital work faculty do and remain committed to bargaining in your best interests.

If you have any questions, please don’t hesitate to reach out to a member of the negotiations team.

Thank you for your continued support.

Kerry Edwards,Vice President Negotiations and Welfare, Lethbridge Polytechnic Faculty Association

December 10th, 2024

November Negotiations Update

Hello Faculty Members,

At the end of November, your Negotiations Committee met with the administration’s bargaining team to continue discussions on a new collective agreement. For the first time during this bargaining round, we exchanged workload and monetary proposals.

 The administration’s monetary proposal mirrored that of AUPE's, offering:

• Year 1: 2%

• Year 2: 2%

• Year 3: 1.75%

• Year 4: 1.75%

This totals 7.5% over four years, which we find significantly lower than our proposal and does not account for the current economic realities.

Our proposal

• Year 1: 15%

• Year 2: 5%

• Year 3: 5%

• Year 4: 5%

This represents a 30% increase over four years, which we believe appropriately reflects the evolving demands of the role, considering the significant shifts in workload expectations and the increasing pressure to do more.

With years of inflation, rising costs of living, and a competitive job market, we feel their offer does not properly reflect the value of the work you do or the realities we face. Faculty have consistently gone above and beyond to support students, adapt to new challenges, and maintain high standards of education, often under increasing strain.

We firmly believe that fair wages for fair work are essential to ensure that faculty are respected, supported, and able to focus on delivering the quality of education our students expect and deserve.

Between 2020 and 2024, Alberta experienced significant increases in the Consumer Price Index (CPI), reflecting a steady rise in the cost of living. Here is a breakdown of the annual inflation rates during this period: 

• 2020: The annual inflation rate was approximately 0.8%.

• 2021: Inflation rose to 3.4%.

• 2022: The rate surged to a significant 6.8%.

• 2023: Inflation remained high at 3.9%.

• 2024: As of October, the year-over-year inflation rate was 3.0%.

Cumulatively, Alberta's cost of living increased by approximately 18% over these four years. This cumulative figure represents the compounded rise in prices for essentials like housing, groceries, transportation, and utilities.

For example:

• An item that cost $100 in 2020 would cost approximately $118 in 2024 on average.

• Each year’s inflation compounds the previous year's prices, amplifying the overall increase.

In practical terms, purchasing power eroded significantly during this period. Faculty face greater financial strain as the cost of living has risen faster than our salaries.  

This trend highlights the critical need to align wage proposals with real economic conditions. Ensuring wages reflect the actual cost of living is essential to maintaining financial stability, supporting quality of life, and providing fair compensation for the invaluable work of faculty.

Administration's Proposal on Workload

The administration has proposed the following changes to workload management:

• Removal of the Workload Calculator from the Collective Agreement

• Shift the workload calculator to an external tool, removing its formal inclusion in the Collective Agreement.

• Elimination of the 1,330 Total Hour Limit

• Discontinue the cap on total hours currently outlined in the Collective Agreement, effectively increasing workload expectations for faculty.

• Expansion of Class Sizes and Centralized Workload Control

• Increase class sizes and consolidate decision-making authority over workload assignments under centralized administrative control.

These proposed changes would dramatically reshape the current workload structure, likely increasing faculty responsibilities while removing clear boundaries and protections. This shift risks not only overburdening faculty but also undervaluing the critical contributions they already make.

In contrast, we advocated for a reduction in workload to better align with the evolving demands of teaching, research, and service, ensuring the quality of education our students expect and deserve is maintained.

Our Proposal

• Integrate the Workload Calculator into the Collective Agreement

• Transition the workload calculator from a Letter of Understanding into the main body of the Collective Agreement to ensure greater clarity, accessibility, and enforceability.

• Adjust Teaching Hours and Ratios

• Reduce the total teaching hours to 495 hours annually for all faculty.

• Update the total instructional hours calculation ratio from 2-for-1 to 2.5-for-1 to more accurately reflect the time and effort required for course preparation, student engagement, and delivery. 

• Reassess Institutional Service and Professional Development Hours

• Decrease the allocated hours for institutional service and professional development to better balance workload priorities and responsibilities. 

• Clarify Work Expectations within the 1330 Total Hours

• Maintain the 1330 total hours outlined in the Collective Agreement but include more detailed definitions and examples of acceptable work activities to ensure consistency, transparency, and fair workload distribution.

This proposal was designed to create a more equitable and manageable workload structure while upholding the integrity of the Collective Agreement.

The need for fair wages goes beyond just numbers—it’s about recognizing and honoring the critical role faculty play in the success of Lethbridge Polytechnic. Fair compensation is a cornerstone of attracting and retaining top talent, maintaining a motivated workforce, and ensuring that faculty are not forced to sacrifice their well-being for the sake of their profession. As the job market becomes more competitive, undervaluing faculty risks not only burnout but also losing skilled educators to other opportunities where their contributions are more appropriately recognized.

At this critical juncture, your support is more important than ever. We are committed to advocating for balanced workloads and compensation that reflect the value of faculty contributions. While we remain encouraged by the amicable and productive tone of negotiations in other areas, the current proposals do not align with our objectives.

We look forward to continuing our discussions and collaborating with administration to develop an agreement that fairly recognizes your outstanding work through equitable workloads and compensation.

The next round of bargaining will take place at the end of January 2025.  We will keep you updated as negotiations progress. If you have questions or concerns, please do not hesitate to reach out to us. Your feedback and solidarity are crucial as we move forward.

In solidarity,

Kerry Edwards, Vice President, Negotiations and Welfare, Lethbridge Polytechnic Faculty Association

November 15th, 2024

Hello Faculty,

I wanted to take a moment and clarify some information.  We appreciate the transparency from Lethbridge Polytechnic’s executive team regarding the changes to Canada’s immigration system and the potential impact on international enrolment and revenue. As mentioned, we have engaged in discussions with administration around the international enrolment issue. However, we want to clarify that this topic has not been brought to the negotiations table.

The Faculty Association's bargaining committee remains fully committed to advocating for your best interests in this round of negotiations. We will not be swayed from pursuing what is best for our members, despite the challenges these changes may present.  Additionally, we feel that the administration’s communication may have unintentionally misrepresented how this issue will be handled in the bargaining process. Our focus remains on ensuring that your needs and priorities are front and center.

We’ll continue to keep you informed as we move forward and welcome any questions or concerns you may have.Thank you for your ongoing support and dedication as we work together through this time of change.

In solidarity,

Kerry Edwards, Vice President, Negotiations and Welfare, Lethbridge Polytechnic Faculty Association

September 10th, 2024

Hello Faculty,

I wanted to take a moment to update you on the recent negotiations between the Faculty Association and Administration. Last week, we resumed discussions and were able to sign off on several additional articles. We are continuing to make progress in areas where there is agreement on language, and these steps represent positive forward movement in the overall process.

However, it’s important to note that discussions around key topics such as wages and workload have not yet taken place, as the Polytechnic is not able to address these matters at this time. We understand that these issues are important, and we are hopeful they will be part of the next round of negotiations.

Our next round of negotiations is scheduled for November, and we will continue to work toward ensuring a fair and balanced outcome for all faculty.

As always, if you have any questions or concerns, please feel free to reach out. We appreciate your continued support and input throughout this process.

Regards,

Kerry Edwards, VP Welfare and Negotiations