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This message is sent to all APSA members on behalf of the People, Equity and Inclusion portfolio.

In this update, Â鶹ÊÓƵis providing you with additional information about the Basic Agreement renegotiation, including what changes are being considered and what employee protections and benefits continue no matter what the outcome is.

As previously communicated on June 26, 2026 , following the provisions of the Basic Agreement, Â鶹ÊÓƵissued notice to the Administrative and Professional Staff Association (APSA) to renegotiate the Basic Agreement.

Further to the process initiated by that notice, a mediator issued non-binding recommendations to Â鶹ÊÓƵand APSA on September 10, 2026. The mediator provided his non-binding recommendations for consideration by SFU’s Board of Governors and APSA’s Board of Directors. SFU’s Board of Governors will discuss the non-binding recommendations in November.

What is the Basic Agreement?

The Basic Agreement establishes the relationship between Â鶹ÊÓƵand APSA, states the purpose of that relationship, and provides processes for Â鶹ÊÓƵand APSA to work jointly together on matters such as compensation and employment policies.

The documents, which establish the terms and conditions of employment for employees who are APSA members, including the AD10 Policies and the recently negotiated monetary settlement, are separate from the Basic Agreement.

SFU’s decision to initiate a renegotiation of the Basic Agreement was informed by several years of experience working under the current agreement. During those years, both Â鶹ÊÓƵand APSA experienced challenges resolving issues collaboratively, with a notable increase in formal dispute-resolution processes.

As noted in previous communications, other post-secondary institutions in British Columbia operate under a consultative partnership model with employee associations like APSA. Under this model, the employee association provides formal consultation, advocacy and feedback on behalf of its members while the employer retains authority over and accountability for institutional decisions. Â鶹ÊÓƵconcluded aspects of the Basic Agreement has evolved beyond the intended consultative partnership model and is seeking to realign the relationship with its original purpose and intent.

Why does Â鶹ÊÓƵbelieve change is needed?

1. Increasing reliance on formal dispute resolution

Over the past several years, there has been a significant increase in formal disputes, including grievances, between Â鶹ÊÓƵand APSA. The number of grievances filed by APSA increased from two in 2022 to 18 in 2025. During the same period, additional disputes between Â鶹ÊÓƵand APSA were active in other problem-resolution processes. The mediator noted these developments and concluded that the current system is consuming substantial time, resources and organizational energy.

Â鶹ÊÓƵdoes not view a grievance, in and of itself, as problematic. Employees should have a mechanism to raise a concern and have it addressed effectively and appropriately.

The university’s concern is that the increasing reliance on formal dispute-resolution processes indicates issues are not being resolved effectively at earlier stage in the dispute. Delayed resolution of a dispute results in greater demands on time and resources, increased costs and the diversion of organizational attention from other priorities. The costs associated with these consequences are borne by all members of the university community.

2. The relationship is not functioning as effectively as it should

The stated purpose of the Basic Agreement is to improve and maintain the efficiency and effectiveness of the University, and promote harmonious relations and settled conditions of employment.

The mediator concluded that the relationship between Â鶹ÊÓƵand APSA has become strained and will require meaningful effort from both parties to improve. While there are differing views about the underlying causes of that strain, Â鶹ÊÓƵdoes not think that simply maintaining the status quo will adequately address those underlying causes.

3. Universities have changed, and relationships must evolve

The Basic Agreement was developed in a very different environment from the one in which universities now operate. The post-secondary landscape is shaped by new and evolving regulatory requirements, financial pressures, operational demands, and rising expectations from students, employees, and society. At the same time, employees increasingly expect greater transparency, consultation, and responsiveness from their employer. Â鶹ÊÓƵhas not been insulated from these developments.

Periodically reviewing governance and relationship frameworks is a normal and prudent part of ensuring such frameworks remain effective.

What is not changing

A renegotiation of the Basic Agreement is not a renegotiation of the terms and conditions of employment for employees who are APSA members.

In particular, the compensation found in the 2025-2029 monetary settlement has been agreed and will remain in place from 2025-2029.

Nor does the renegotiation of the Basic Agreement change individual jobs, salaries, benefits, roles and responsibilities or day-to-day working conditions.

What would happen if the Basic Agreement expired before a new agreement is reached?

The current Basic Agreement expires on Dec. 31, 2026. Whether or not the Basic Agreement has been renegotiated, Â鶹ÊÓƵwill recognize and honour your current terms and conditions of employment. In particular, your:

• Terms and conditions of employment would continue to be governed by the AD10 Policies.

• Entitlements, including the compensation and benefits agreed to in the recent monetary settlement, and your pension plan would continue.

• Entitlements under the AD10 Policies, including your ability to raise concerns about your working conditions, would continue.

Like all other Â鶹ÊÓƵemployees, you would continue to have access to a range of standard employment protections and avenues for support, including access to:

• Compensation determined in conformity with the mandate established from time to time by the Public Sector Employers’ Council Secretariat, which manages compensation across BC’s public sector;
• Protections and processes established under BC’s Employment Standard Act;
• Workplace health and safety protections and processes established under BC’s Workers Compensation Act;
• Protections and processes established under both SFU’s Bullying & Harassment Central Hub and .
• Protections and processes established under BC’s Human Rights Code.
• Support and internal advocacy via People Strategies. Â鶹ÊÓƵrecognizes that employees who are APSA members might be unsure about the value and utility of institutional structures and processes which are designed to address their concerns. Â鶹ÊÓƵwould address this uncertainty by expanding and reinforcing processes that provide access to confidential consultation and support. In addition, confidential support services would continue to be available through both the Human Rights Office and Internal Audit.

Our commitment

The purpose of this renegotiation is to improve how Â鶹ÊÓƵand APSA work together and how disputes are addressed. APSA has represented administrative and professional staff at Â鶹ÊÓƵfor more than 40 years. During that time, Â鶹ÊÓƵhas valued APSA’s contributions on behalf of our administrative and professional staff, who play a vital role in supporting students, research, teaching and university operations.

Â鶹ÊÓƵand APSA now face real and serious challenges in their relationship, with each holding different views on both the causes of those challenges and the best path forward. APSA has expressed concerns that changes in the current framework might weaken employee protections and representation. Â鶹ÊÓƵhas expressed concerns that the current framework is producing increasing conflict, is less effective at resolving issues collaboratively and should be renegotiated to better support both SFU’s employees and Â鶹ÊÓƵas an institution.

Â鶹ÊÓƵis committed to:

• Upholding employee protections, compensation and benefits;
• Respectful engagement and dialogue with APSA’s Board of Directors and Executive;
• Transparency throughout the renegotiation process;
• Supporting a healthy workplace; and
• Building a relationship framework that serves employees and Â鶹ÊÓƵeffectively now and in the future.

Next steps

Senior leaders are currently reviewing the mediator’s recommendations and considering the options presented by the mediator. The mediator’s report will be provided to SFU’s Board of Governors in November for their consideration and direction.

For further questions on this topic, please email the lrteam@sfu.ca.