Bulletin
CapilanoU – Upcoming Budget Discussions and Employer Proposed Staff Reductions
November 5, 2025
To: All MoveUP members at CapilanoU
We’re writing to update you with an important update on initiatives recently announced by the University regarding the University contemplating possible staff reductions.
It’s important that you take time to read and understand this bulletin.
The University has served the Union with a Section 54 notice on September 25, 2025. The notice contained no information on staff reductions in the MoveUP bargaining unit.
What is a Section 54 notice?
Section 54 of the BC Labour Relations Code requires that employers provide at least 60 days of notice to a union if it intends to introduce a “measure, policy, practice or change that affects the terms, conditions or security of employment of a significant number of employees.” Section 54 requires the Employer to provide all necessary details on any such initiative and requires the Parties to discuss an adjustment plan. The Code does not currently require that parties agree to an adjustment plan, but the Parties must meet to discuss possible alternatives to the initiative as notified.
If the Parties are unable to reach agreement on alternatives or an adjustment plan, either can apply to the Mediation Division of the Labour Relations Board for the appointment of a mediator. Following mediation, the named mediator may make recommendations for terms of an adjustment plan, if needed.
What initiative is the Employer pursuing that requires Section 54 notice?
The Section 54 notice, which you can read here, outlined vague and general “initiatives” the University was seeking to discuss, including :
“Anticipated changes to date :
– Vice President portfolios
– 2026 Spring term faculty reductions”
In follow-up meetings after receiving the notice, the University informed the CFA and MoveUP that they would like to offer voluntary early retirement incentive packages to our members as a deficit mitigation intiative.
We have made it clear to the University that the S54 notice provided did not outline any MoveUP staff reductions, voluntary or otherwise, and that we would need to review supporting documentation including all relevant financial information before any discussion on such an incentive could proceed.
We formally requested several documents and forecasts to evaluate the University’s financial position, staffing and hiring data (specifically hiring ratios over the last 2 years in the exempt, excluded and executive classifications) and the proposed incentives. As of this bulletin’s publication, the Employer has not provided the requested and required materials or provided any additional details on their early retirement incentive program.
Lack of Consultation and Emerging Layoff Plans
At a budget review meeting held on October 28, 2025, the University unexpectedly advised that it was considering laying off up to 60 MoveUp employees without any prior notice to MoveUP or an accompanying Section 54 notice specific to layoffs.
MoveUP immediately reiterated that the existing September 25 notice did not meet the requirements of Section 54 for either the proposed ERIP or any involuntary staff reductions, and separate, specific Section 54 notices must be issued for any contemplated layoffs or structural changes.
An employer representative in PCD agreed on October 28 to issue separate notice for involuntary layoffs, but no further communication has since been received.
Public Budget Disclosure Without Agreement
MoveUP has also learned that the University intends to publicly release its budget plans today, November 5, 2025, despite the absence of consultation or agreement with the union on workforce impacts or mitigation alternatives, or any further follow up regarding the numerous inquiries and concerns brought forward by the Union on procedural fairness and legislative\contractual compliance.
This action disregards the cooperative consultation process required by Section 54 and contradicts the recently negotiated requirements in Article 12 that the Employer make every reasonable attempt to minimize the impact of any funding shortfalls and reductions on the MoveUP bargaining unit.
Next Steps and How You Can Support
We are invoking all rights under the Collective Agreement and the Labour Relations Code to ensure that:
- No involuntary reductions proceed without proper notice and consultation
- The employer provides full disclosure to enable meaningful dialogue on alternatives
- Every other feasible measure is considered and pursued, including reductions among exempt and executive staff, before any bargaining unit job losses occur
- Tentative bargaining dates in late November and December are now on hold to allow the University space to focus on solutions that don’t see the MoveUP bargaining unit disproportionately burdened due to decreases in student enrolment.
We encourage you to remain vigilant as more information is released by the University. Reach out to your job stewards, executive councillors and Union Representatives with any information, questions, or concerns as we move through this process. We will continue to update members as new information becomes available.
In solidarity,
Daniel Storms, Union Representative
Nathan Beausoleil, Union Representative
Christy Slusarenko, Vice President of Combined Units