Dear ULFA Members,
We are writing to update you on a significant development in our ongoing collective bargaining with the University of Lethbridge, the Board’s decision to file for mediation, and efforts to find mediation dates.
At its core, this is about timing, leverage, and fairness.
Why ULFA Requested a Change in Mediator
In ULFA President Saurya Das’s December 2, 2025 message, it was explained how the Board’s Negotiating Team had escalated bargaining by filing for formal mediation—despite ULFA’s repeated efforts to continue negotiating at the table in good faith. A mediator was appointed in early December, based on assurances to ULFA that a mediator was available in January.
That has not happened.
Despite ULFA agreeing in good faith to the originally proposed mediator, we were later informed that meaningful mediation would not occur until March, nearly three months after the appointment. This delay is not due to a lack of available mediators—ULFA identified multiple qualified mediators who are available immediately in early February. The Employer has refused to agree to any of them.
ULFA’s request to substitute the mediator is not personal and not procedural gamesmanship. It is a reasonable response to an unreasonable delay.
Why Timing Matters
The Employer knows that timing matters.
Delaying mediation into March and beyond pushes negotiations closer to the end of the Winter semester. This weakens ULFA’s leverage and increases pressure on academic staff, while allowing the Employer to benefit from uncertainty hanging over students, faculty, and the institution.
We want to be very clear with members: ULFA Executive is concerned that this delay is a deliberate tactic to push negotiations later into the semester when the Employer could force a bad deal on members through the threat of a summer lockout.
About the Employer’s “Offer”
You may hear the Employer suggest that their monetary proposal is in line with other Alberta public-sector settlements. On the surface, that may sound reassuring—but it is incomplete and misleading.
While ULFA has already accepted the government-imposed ATB framework that applies across the sector, the Employer is simultaneously seeking concessions in other areas (see here, here, here, here, and here) that would undermine working conditions, academic integrity, and our collective agreement long-term. These concessions are unacceptable, regardless of how familiar the salary numbers may look. It is important to point out that every other public university in Alberta managed to settle contracts with their faculty associations in 2025, with 12% ATB and some enhancements, without the faculty association taking on concessions!
This round of bargaining is not only about salary increases—it is about a pattern of disrespect we had hoped was over. It is about protecting your rights and preventing erosion of hard won collective agreement language under the cover of a “standard” deal.
Why We Are Taking a Firm Public Stance
Transparency is critical. We want you to understand what is happening, why it is happening, and what is at stake. ULFA is bargaining responsibly, firmly, and in good faith. We are ready to reach a fair agreement. The obstacle right now is not complexity or availability—it is the Employer’s unwillingness to move promptly and fairly in the best interests of its academic staff and its students.
What Happens Next
We have formally asked Alberta Mediation Services to appoint a mediator who can begin work immediately, and we are considering other options with legal counsel. We will continue to press for timely bargaining and will keep you informed every step of the way.
Your solidarity, attention, and engagement matter. Timing only works as a tactic if members are kept in the dark. We will not allow that to happen.
In solidarity,
University of Lethbridge Faculty Association Executive Committee
