Bulletin
CapilanoU – Agreement Reached On Early Retirement Initiative
December 1, 2025
To: All MoveUP Members at CapilanoU
We’re writing with an important update following our last bulletin regarding the University’s proposed staff reductions.
Shortly after sending out our last bulletin, the employer relented on some issues in dispute and the Parties have now reached a s54 agreement that is focused exclusively on a voluntary Early Retirement Incentive Package. This agreement secures some key protections that were not present in earlier drafts.
What’s Changed Since the Last Bulletin?
The Union acknowledges and appreciates that the University ultimately agreed to substantive changes that directly address some of those concerns.
The Agreement that is now in place includes the following core concessions :
- The program is fully voluntary and protected.
Expressions of interest do not commit anyone to retire. Submitting an application does not constitute notice of resignation and does not create any obligation to accept an offer. Information provided as part of an application cannot be used for performance management, discipline, layoff decisions, or staffing decisions, and it will not be retained in employee files once the process is complete. - The structure is now jointly administered.
The University agreed to establish a joint Union and Employer oversight committee. Applications will not be reviewed or approved unilaterally by the employer. Eligibility decisions, prioritization, and oversight are shared and governed by the agreement. - Financial protections were improved.
Under the agreement, eligible members will receive whichever is greater of a five-month lump sum or the early retirement benefits already set out in the Collective Agreement. The employer agreed to eliminate the cost-recovery test that is normally attached to early retirement programs, which means no one will be denied an early retirement package on the basis that the employer will not recover the costs with a replacement hire in the following 2 years. - The University has now committed that savings achieved under the agreement are to be tied to addressing the institutional deficit and not used to expand exempt, excluded, or administrative staffing.
- Potential long-term harm to the bargaining unit was prevented.
For every bargaining unit position that becomes vacant under the program, the employer must provide a full accounting of those positions. Over the next two years, the parties will jointly review whether those positions should be refilled. If the employer claims it cannot rehire, it must demonstrate that decision and disclose information supporting that position.
Most importantly, the agreement does not authorize involuntary layoffs.
Any layoffs, restructuring, or staffing reductions beyond this voluntary program must be preceded by a new Section 54 notice and a new adjustment plan. Nothing in this agreement approves, permits, or pre-authorizes involuntary layoffs.
This agreement stands on its own and applies only to voluntary early retirement.
What Happens Next?
The University will be distributing further information to all members regardless of eligibility for the early retirement program. They will also provide a frequently-asked-questions document outlining eligibility criteria, timelines, and common issues.
If you are considering ERIP or want to understand how this agreement affects you, please contact your Union Representative or Job Steward for confidential guidance.
We know this process has been stressful and frustrating. The employer’s original position created real anxiety and uncertainty. The agreement that is now in place reflects real movement and meaningful protection for this bargaining unit.
We are not out of the woods yet. We will continue to hold the employer accountable and will keep you informed as matters evolve.
In solidarity,
Daniel Storms, Union Representative
Nathan Beausoleil, Senior Union Representative
Christy Slusarenko, Vice President of Combined Units