On January 19, 2023, BUFA held a mandate meeting open to all members at which the Negotiating Team presented the union’s five key priority areas, distilled from the long list of bargaining items received during the consultation phase. Members present voted overwhelmingly in support of these priorities, setting the mandate for the Negotiating Team to go to the table.

The priorities listed below, approved by our Members, represent an opportunity for truly transformational change. The negotiating team took that desire for transformation to heart, adopting a broad, whole collective agreement approach to this round of negotiation. Click on the title of any box to read a more complete backgrounder on that priority.


BUFA’s compensation demands are designed:

  • to achieve salary increases that address last 4 years and current inflation
  • to improve our collective benefits, including health/dental, PDA, sabbatical salaries, and other incidentals
  • to improve our pension benefits
  • to ensure equitable compensation for all members


BUFA’s workload priorities include:

  • completing the transition to a standard 15 credit hour teaching assignment
  • creating definitions and protections of workload for non-classroom based members
  • clarifying teaching assignment rules for IAs
  • improving language to ensure fair application of 9.4a
  • better defining service and improving its evaluation/consideration in tenure, continuing, and promotion


BUFA’s EDID and Indigenization demands recognize the pressing need to improve outcomes for persons belonging to equity-deserving groups. They include:

  • creating two new articles containing a mix of practical and aspirational language, in which members of equity-deserving groups as well as First Nations, Métis, and Inuit Members can see themselves reflected
  • improving language on Appointments, Tenure, Continuing, and Promotion to increase fair and equitable opportunities for all Members
  • creating an Anomalies Clause and Fund to start redressing the historic and ongoing financial and career inequities faced by Members belonging to equity-deserving groups
  • highlighting the need for improvements in mental health and work-life balance throughout the language in our Collective Agreement


BUFA’s demands for better definition of rights and responsibilities include:

  • creating a new article specifying rights and responsibilities of Members and of the Administration
  • adding discipline language, informed by best practices and CAUT policy and model language
  • writing a definition of collegial governance and improving Academic Freedom language
  • improving BUFA’s ability to hold the Administration accountable to their own policies


Housekeeping may seem trivial, but BUFA’s goals under this priority are not! They include:

  • reorganizing of Articles and Clauses to improve readability and make processes clearer and easier to follow
  • reducing the “legalese” in favour of more plain language, to make the collective agreement more accessible for everyone
  • updating term and creating new ones to make our language more inclusive and reflective of the realities of our Members
  • correcting errors and omissions that lead to confusion, mistakes, and unnecessary work