What is a proposal, and how is it developed?A proposal is a change MUNFA is asking for in our Collective Agreement. It might be new language, a revision to an existing article, or an improvement to salary and benefits. Proposals are put on the table during negotiations with the University Administration.
Our proposals come directly from members. Since 2025, MUNFA has been gathering member feedback through outreach and consultation:
- Members were nominated to a Proposals Committee.
- The committee met with most academic units on campus over six months.
- What we heard was shared back with members.
- Follow-up meetings were held over a further three to four months to test and refine ideas.
- Members were nominated to the Negotiating Committee.
- Bargaining priorities were set based on member input.
- Those priorities became the proposals now at the table with the Administration.
Our proposals cover workload and support, job security and protections, collegial governance, equity, the discipline and grievance process, and salary, remuneration and paid leave.
Read MUNFA's first package of proposals.
Where do negotiations stand right now?MUN Adminstration served notice to bargain on May 20, 2026. Since then, there have been three bargaining sessions: June 26, August 17 and 18, and September 15 and 16, 2026.
Both sides have now presented their full sets of proposals, except for salary.
You can view MUNFA's full set of proposals here. You may view the employer's proposals in the MUNFA office. To make an appointment to do so, please email munfa@mun.ca.
Upcoming sessions are scheduled for October 20 and 21, December 3, and December 18.
Stay up to date by reading Negotiating News, which is sent to all members.
What happens next in the bargaining process?Bargaining moves through several possible stages. At every stage, the goal is the same: a fair Collective Agreement (CA). A CA can be reached at any point along the way.
Negotiations (months): Both teams meet at the table to discuss proposals. This is where we are now. If an agreement is reached, we have a new CA.
Conciliation (weeks to months): If talks stall, a neutral conciliator can be brought in to help both sides find common ground. Getting from negotiations to conciliation can take weeks to months, and the parties can also return to the table directly. An agreement reached here also results in a CA.
Strike vote or lockout (about two weeks after conciliation): If conciliation does not produce an agreement, members may be asked to hold a strike vote, or the employer may consider a lockout. A strike vote is not a strike. A strong mandate shows the Administration that members stand behind their team, and agreements are often reached at this stage.
Strike (days to months): Only if all other steps fail would a strike take place. Even then, the goal remains reaching a CA.
Each step is a chance to settle. The stronger our members' support at every stage, the sooner we are likely to reach a fair agreement.
What is conciliation? When can it happen?Conciliation is a step where a neutral conciliation officer, appointed by the provincial Minister responsible for Labour, helps the two sides work toward an agreement. The officer meets with both teams, together or separately, to find compromises. A conciliation officer cannot impose a settlement.
Either side can apply for conciliation once notice to bargain has been given and no agreement has been reached. If talks still stall, the officer reports to the Minister on what has and hasn't been agreed.
For how conciliation fits into the overall process, see "What happens next in the bargaining process?" above.
What is the "cooling off" period?The cooling off period is the time between the end of conciliation and the point when a strike or lockout can legally begin. In Newfoundland and Labrador, it is 15 days after the conciliation officer's report reaches the Minister (or 7 days after a conciliation board's report, if a board is appointed).
Talks can, and often do, continue during this time. Neither side can strike or lock out until the period ends.
What is the difference between a strike and a lockout?A strike is when members, through a vote, collectively withdraw their work to put pressure on the employer to reach a fair agreement. The union decides whether and when to strike, and only after members have voted in favour.
A lockout is when the employer stops members from working, and stops paying them, to put pressure on the union to accept its terms. The employer decides whether and when to lock out.
Both can only happen legally after conciliation and the cooling off period. In both cases, members are off the job and the goal remains the same: getting back to the table and reaching a Collective Agreement.
Do I get paid while on strike?No. The employer does not pay salaries during a strike. However, MUNFA members can receive strike pay, supported by the CAUT Defence Fund, which MUNFA belongs to. If a strike happens, MUNFA will share full details on strike pay, how to receive it, and how to take part in strike activities.
Do I get paid during a lockout?No. During a lockout, the employer stops paying salaries. The CAUT Defence Fund also supports members who are locked out, so MUNFA members can receive pay through the union in a lockout as well. MUNFA will share full details if a lockout happens.
Can we avoid a winter strike?No one can guarantee when, or whether, a strike will happen. Timing depends on how talks progress and on the legal steps that must come first: negotiations, conciliation and the cooling off period. A lockout, if the employer chooses one, is on the employer's timeline, not ours.
What we do know is that the best way to avoid any strike, in any season, is a fair agreement at the table. Strong, visible member support gives our negotiating team the best chance of getting there.
How long can a strike last?There is no set limit. A strike lasts until the two sides reach an agreement, or in rare cases, until government steps in. Strikes can last days, weeks or months. MUNFA's last strike, in 2023, lasted about two weeks.
Can we get legislated back to work?It is possible. The provincial government can pass back-to-work legislation to end a strike or lockout, and governments in Canada have done so before. However, the right to strike is protected under the Canadian Charter of Rights and Freedoms, and back-to-work laws can be challenged in court. MUNFA, with support from CAUT, would respond to any such legislation.
Why don't we have lawyers leading negotiations on our side?Our negotiating team is led by two very experienced co-lead negotiators: Nicole Power (Department of Sociology) and Amy Wadden (MUNFA Labour Relations Officer). They are supported by a Negotiating Committee of members from across Memorial who know our work and our workplace first-hand.
Our team also has MUNFA's lawyer available as a resource, along with the legal resources of the Canadian Association of University Teachers (CAUT). Legal advice is there whenever it is needed, while the people at the table are those who understand our Collective Agreement and our members best.
How can I support the negotiating team?Visible member support makes a real difference at the table. Here are a few simple ways to show it:
Read Negotiating News and stay informed.
Add "MUNFA Member" to your email signature under your name.
