“For the current agreement, we have effectively conducted an extensive consultation process with AAPS members, discussed with many of them and received written feedback … And we have prioritized some changes in the agreement based on this feedback,” said Joey Hansen, AAPS Executive Director and negotiator since 2015. The prize pool currently has $760,000 per year, but by July 2021, this amount will increase to $2 million per year. In addition, various new processes in the university`s agreement will help the university support its staff more transparently. AAPS represents more than 4,000 UBC employees and improves their working conditions through collective bargaining and dispute resolution. Some important changes in the agreement are gender-neutral and integrational language throughout the proposal, a commitment to address existing wage gaps, and a new process for employees to take a break from spiritual, religious and cultural celebrations. “It was a very, very difficult round of negotiations, it took a long time,” Hansen said. “But… I think we have an agreement that makes the university a truly, really important investment for its management and its professional staff. The last collective agreement was in effect from 2014 to 2019. While efforts have been made to protect staff, it has also enabled AAPS and UBC to address some challenges in the development of their new agreement. I am pleased to announce that the UBC Board of Governors has ratified the new collective agreement. We appreciate the speed with which the university was able to ratify the new agreement. The agreement also provides for formal land recognition, better access to professional development opportunities and a higher parental leave allowance for all parents.
The agreement is still only provisional and will ideally be ratified by the AAPS Board of Directors and the UBC Board of Governors at an upcoming session. UBC declined to comment on the negotiations until it was ratified. “I also believe that there are new mechanisms in the collective agreement that will allow us to address these issues in the future, because addressing these many human rights issues has been both very time-consuming and very costly for AAPS,” Hansen said. The Association of Administrative and Professional Officers (AAPS) and uBC have negotiated a new interim collective agreement that is in effect until June 30, 2022. The collective agreement also includes a larger amount that UBC employees can obtain for professional development. Many workers faced the problem of access to this professional development fund, but found that the fund was exhausted before they could receive the necessary training. 32% of AAPS members took part in the vote. The AAPS Board of Directors appreciates this important support. 1,646 AAPS members voted in favour and 28 against.
As 98% of the members vote in support, ratification is approved. I would like to thank the two negotiating committees for their work during this unique negotiation process. In the meantime, please read the summary of the amendments, FAQs and articles that have not changed, the 2014 collective agreement. The collective agreement is the binding framework that structures the working relationship between UBC and AAPS members. The collective agreement covers virtually every aspect of the employment relationship, from wages, sick leave and leave to transportation, dismissal and appeal procedures. The Board of Directors and the negotiating team are pleased that, in addition to the general wage increases of 2% per year, the new collective agreement is Wednesday, November 11, 2020, the day of remembrance. Thank you to everyone who has served and continues to serve. We remember that. We will soon update our website with the new collective agreement.