November Newsletter – Bargaining Update, New UVic Space Policy, and more! – November 18, 2025
November, 2025
BARGAINING UPDATE
We were pleased to learn on November 13th that the BCGEU membership ratified their tentative agreement, with almost 90 percent of members in favour. We hope that their settlement will form the basis of the provincial financial mandate for all public sector unions (including the UVicFA), but that has not yet been clarified.
Our last bargaining date with the administration was November 6th. We had agreed to not bargain over Reading Break, and the admin recently cancelled our planned November 20th bargaining date, so the next bargaining will occur on November 27th. We very much hope that we will have a firm financial mandate by that point, and that the administration will become more focused on bargaining. At this point they need to respond to over 32 proposals or counter proposals that we have presented to them, including several that we presented to them in May, June or early July. We are working on responding to 13 of their proposals or counter proposals.
On November 6th we put forward a proposal to improve Collective Agreement language regarding special leave (article 44), so that two weeks of bereavement leave, compassionate care leave and ceremonial leave would become an entitlement, no longer requiring permission of the Provost, with only special leave of over two weeks requiring permission of the Provost. We also proposed language to make appointment requirements for teaching stream and research stream full professors more clearly parallel. We returned our workload proposals in article 13 (which they have rejected) to them, asking that they consider these proposals more seriously, or commit to a collaborative discussion on this crucial issue. We tabled a proposal to create BPOC Advocates for BPOC members, to begin to address the barriers they currently face at UVic. We also proposed language to strengthen our Intellectual Property rights over our teaching materials, whether online or not. We look forward to getting back to the bargaining table in late November.
Save the Date! Bargaining rally Friday January 9, 2pm. More details to come!
Have you Heard? New UVic Space Policy
In September, a new space policy was quietly approved, without FA consultation, although the Collective Agreement mandates that we have the right to consultation on policies that impact our members. We recognize that space is important to the work of everyone on campus, that space is in short supply, and that conversations about space can be difficult. At the same time, this policy has the potential to significantly impact FA members across campus. Important changes that members need to know include:
- The development of Workspace Allocation Guidelines that provide dedicated offices to faculty members who spend 80% or more of their work week on campus (4 of 5 days of a “typical” work week). Those who spend 40-60% of a “typical” work week (2-3 days) will be provided with a shared office with “2 or more allocated users.” These guidelines note that “intra-departmental sharing of workspace and facilities is expected.”
- If an employee is away for more than four months, their dedicated or shared workspace could be temporarily re-assigned.
- Technological surveillance tools may be used to determine how often you are using your office
- The university will focus the reuse and redevelopment of space to support “the academic, administrative, and strategic priorities of the university.”
- Space allocations will be reviewed annually with unit leads, who will submit space allocation reports.
- Data on space utilization will be collected regularly, and a space utilization audit will be conducted to identify workspaces that “does not meet the target utilization rates.”
The FA has filed a formal grievance on this matter and is in conversation with the university.
If this new policy concerns you, please share your thoughts and feedback with us! Complete this form to share your perspectives with us. We will review your feedback and provide a summary in the December newsletter. We will also use your feedback to push back against the changes that matter most to members.
Show off your Bargaining Support Posters!
Now that bargaining is heating up, we want to turn up the heat with our FA posters! Show your support for the FA and our negotiating team by hanging a poster on your office door and/or window. These visual cues are a great way to send the message to the University that you support the bargaining mandate calls for equitable workloads and collegial governance. This support will provide great help to the negotiating team in getting you the best deal possible during this round of bargaining. Submit a photo of your poster(s) on display to [email protected] for feature in a future newsletter!
Don’t yet have a poster and would like one (or more!) delivered to your office? Complete this survey to request an FA poster and one will be delivered to you.
KNOW YOUR RIGHTS
What are the Petch Procedures and Why are they Important?
Last month, we highlighted the importance of collegial governance at universities and noted that collegial governance at UVic occurs largely through the Petch Procedures. These procedures, which are embedded in appointment and reappointment processes, are unique to UVic and are named after Howard Petch, UVic president from 1975-1990. During his presidency, Petch supported the implementation of the voting procedures we continue to rely upon today that require a 60% in-favour vote for the ratification of academic administrators. In writing about the Petch Procedures in a former FA newsletter, colleagues described the Petch Procedures as a deeply influential element of democracy at UVic and an important part of a robust collegial culture, noting that those who regard the Petch Procedures as a barrier to “tough decisions” ignore the principles of good governance. The Petch Procedures allow us to ensure that decisions have the support of those who will be affected by those decisions. They help to foster consultation, collegiality, and policies with broad support and commitment.
Eric Sager wrote: The best academic administrators understand all this and defend the procedures. The last thing Murray Fraser said to me, as he was leaving UVic in 1988, was: “Make sure this university never loses the Petch procedures.”
You can protect the Petch Procedures by voting in ratification votes. Carefully reviewing all relevant information provided, including appointment criteria and committee reports, and casting your vote thoughtfully regarding whether you consider the academic leader up for ratification to be acceptable, communicates that you believe the Petch Procedures are important, that you want them preserved at UVic, and that you want your voice to be heard in the decisions that impact your work.
Join the Membership Engagement Committee!
Interested in helping to elevate the voices of your colleagues and supporting the FA? Consider joining the Membership Engagement Committee! Commitment is flexible. We are currently looking for: (1) regular members from every department; (2) a committee co-chair, to help facilitate committee activities; and (3) someone with social media experience to support the new FA Instagram account.
Maybe you are interested in supporting the core work of the FA? The FA is also looking for a member-at-large for the Executive Committee for a short-term vacancy ending June 30, 2026.
Email [email protected] with your interest in any of these committee roles!
Recap: Mid-Term Social
Thanks to everyone who came out on November 4! We heard a bargaining update, celebrated Lynne, who received a surprise award for her dedication and service, and had some fun celebrating 100 years of the photo booth. Stay tuned for another social to be scheduled sometime in the new year.
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BCGEU STRIKE UPDATE
On October 26, the BCGEU reached a tentative agreement with the BC Government, ending their 8-week long strike. On the same day, BC PEA members agreed to take down picket lines and begin re-negotiating with the government. BCGEU members voted on the tentative agreement between November 6 and 13, with 79% of eligible members voting, and 89.3% voting in-favour. We hope this agreement and successful vote means good things for BC PEA as well as for those of us at UVic.
