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While a labour disruption is possible, this does not mean one is going to happen. No one at Dalhousie wants this outcome, and that includes the negotiating teams for both sides at the table. 

We remain hopeful an agreement can be reached, and the negotiating teams are expected to meet with the conciliator at least once more before any action is taken. 

Based on the current state of negotiations, the earliest a strike or lockout could occur would be mid-August.

It is impossible to know how long a strike or lockout would be. But a deal that would end a labour disruption could happen quickly, allowing DFA faculty to return to work and classes within a couple of days.

Campus would remain open.

Should the strike or lockout continue into the start of the fall term, Dalhousie classes taught by our DFA faculty would be cancelled for the duration of the labour disruption. Classes taught by our non-DFA faculty would continue. A full list of exceptions would be provided before a strike or lockout takes place. 

All other employees (faculty and staff) outside of DFA would be required to report to work as usual. This includes Grant-Paid employees and members of the CUPE, NSGEU and PSAC bargaining units, as well as members of the DPMG, senior administration, and other non-unionized employees.

The negotiating teams are expected to meet with the conciliator at least once more before any action is taken. We remain hopeful an agreement can be reached.

Students should continue to plan to arrive in August/September as normal.

A deal that would prevent or end a strike/lockout could happen with very little notice, and classes could begin or resume within a couple of days.

Campus would remain open during a labour disruption.

Students will be able to move into residence and campus dining halls/food services would remain open. Engaging Orientation activities are planned for new Halifax and Truro students, and would still take place.

The effect on Dalhousie is the same either way: a labour disruption occurs in which union members do not perform their work at the university. 

A strike and a lockout are both strategies to try and resolve the issues at the bargaining table when negotiations have not succeeded. The difference is that, in a strike, the union withdraws their labour, whereas in a lockout it’s the employer who takes the action to stop work.

Collective bargaining is part of the life cycle of a collective agreement. The information posted on this website will assist the university community in understanding the process as it unfolds without interfering with the collective bargaining processes.

If the parties are unable to reach agreement, either party (or both) may request the appointment of a conciliation officer by the Minister Labour and Advanced Education.

Some parties successfully negotiate collective agreements without the use of a third party. However, the labour statutes in Nova Scotia recognize that this is not always possible.

Conciliation is the process of intervention in collective bargaining by a neutral third party knowledgeable in effective negotiation procedures. This third party is called a "conciliator." This person helps employers and unions reach a collective agreement but has no authority to make decisions. The Trade Union Act requires the parties to meet with a conciliator to try and resolve their contract dispute before they can legally strike or lock out.

Conciliators are appointed by the Minister of Labour and Advanced Education at the written request of one or both parties when negotiations have broken down. If either the employer or the union requests the appointment of a conciliator, or if the parties jointly request the appointment, the application is processed as soon as reasonably possible and both parties are advised of the appointment in writing. The conciliator then contacts the leads for the parties by telephone to arrange the time and place of meetings.

If the Conciliation officer determines that an agreement will not be reached, he/she declares an impasse. The law then requires the Conciliation officer to file a confidential report with the Minister of Labour and Advanced Education. This report is referred to as a ‘No Board Report’. A 14-calendar-day countdown period begins at 12:01 am on the day following the filing of the report.

The Conciliation officer may request the parties to attend a meeting during the countdown period in a further attempt to reach a settlement and avoid a work stoppage (strike or lockout).

If the parties are unable to reach a settlement, the following conditions must be met before either party may engage in a legal work stoppage:

• The 14-calendar-day countdown must have expired; and
• Written 48 hours’ notice of intention to strike by the union or lockout by the employer must be received by the Minister. The 48 hours’ notice can occur within the 14 calendar day countdown.

A strike vote is a very common tool that unions will use to assess their members’ willingness to strike or threaten strike in order to achieve their bargaining goals. The unions are entitled to request a strike vote at any point during the process, whether or not a bargaining impasse has been reached.

A ‘strike vote’ does not necessarily indicate that a work stoppage is highly likely or imminent. It is quite common to have a strong strike vote and still reach a negotiated agreement.

If you have additional questions, please email us at labour@dal.ca.