UNBC supports an environment in which productive and respectful labour relations are facilitated and conducted in order to ensure that faculty and staff can play their critical roles with respect to education delivery in the North. These webpages are designed to provide general information and answer some of the key questions that faculty, senior laboratory instructors, librarians, part-time instructors, students, staff, and the general public may have.

Visit this page for the latest official University statements and other relevant information. More information and perspectives are available through the Faculty Association.


April 4, 2016

The Faculty Collective Agreement between the UNBC Board of Governors and the UNBC Faculty Association is now available for viewing and download. The Collective Agreement covers the period from July 1, 2014 to June 30, 2019.

March 8, 2016

In the recent Arbitration Award to resolve Faculty Collective Bargaining, Arbitrator Lanyon awarded a Memorandum of Understanding (MOU) for the University and the UNBC Faculty Association to form a working committee with the purpose of exploring options to re-design our compensation model. 

According to the Memorandum of Understanding, the working committee is to begin its work six months after the date of the award (December 18, 2015) which is June 18, 2016. The parties are expected to assign membership to the working committee, which may or may not include bargaining team representatives.  The University is prepared to begin this work in June and will work with the Faculty Association Executive to set dates for meetings.

The University is appointing the following representatives:

  • Barb Daigle, Director Human Resources

  • Erik Jenson, Dean CSAM

  • Ernie Barber, External Consultant, Current Acting Provost at the University of Saskatchewan

Dr. Barber has agreed to provide advice and support to the University in assisting with the re-design of the compensation model.  In addition to being an experienced university administrator (Provost, Dean), Dr. Barber was part of the bargaining team at the University of Saskatchewan when the compensation model there was re-designed based on principles of recognition of market forces, career development and merit. Dr. Barber will bring a wealth of experience to the process at UNBC.  Dr. Barber is available in June 2016 when his current administrative assignment at U of S is completed.

As per the Arbitration Award, the MOU also states that the parties agree to the following:

  • The parties will commit to clearly articulating their interests and to respecting and understanding each other’s underlying interests.
  • The working committee will take a principled and structural approach to design.
  • The working committee will not have a financial mandate; rather its goal will be to consider long term outcomes through a re-designed model.
  • The desired outcome is a  non-binding joint recommendation to the bargaining teams for consideration at the next round of bargaining; failing a joint recommendation, the parties will forward their progress to date to the bargaining teams.
  • Collective Agreement language to support the new compensation model will be negotiated in the next round of bargaining, not prepared by the working committee. 

The University team is looking forward to working with the team appointed by the Faculty Association Executive and we are confident that by undertaking this important work together, we can ensure the long-term success of the organization and develop a compensation philosophy to support the recruitment and retention of outstanding Faculty, Librarians, and Senior Lab Instructors.