Our Memorandum of Agreement (MoA) with the University of Waterloo formally recognizes the relationship between the UWSA and UWaterloo, and establishes our joint approach to managing issues and policies impacting staff, namely that the UWSA and UW work together through committees. This approach is based on a principle of continuous improvement of the staff working environment. The most recent MoA was signed in October 2022.
We encourage you to review the MoA so you know what it covers and what your rights are as an employee and a member.
Who’s covered by the Memorandum of Agreement?
The MoA establishes the UWSA as the official representative of all staff in the salary classification “University Support Group” (USG), with a few high-level exceptions. This means that we work on behalf of all USG staff, though only members pay dues and have access to our services.
The MoA is solely about the relationship between UWSA and UW, and staff rights relating to participation in the association. Staff working conditions are covered in university policies, not the MoA.
Here's what the Memorandum of Agreement does for members:
- Defines who we represent.
- Establishes a staff voice in policies and guidelines affecting staff.
- Sets out compensation negotiation, mediation, and arbitration processes.
- Gives members the right to get support from the UWSA in discipline cases.
- Provides release time so the president and directors can do UWSA work.
- Protects the security and privacy of the UWSA's information.
- Protects members’ right to participate in UWSA activities without interference.
- Enables the UWSA to put forward grievances on behalf of staff (members can also file grievances on their own).
The 2026 MoA
The recently ratified 2026 Memorandum of Agreement has been published on the Secretariat's website.
We'll be publishing an annotated guide to the MoA in summer 2026. In the meantime, there are annotations for all the changes in the 2026 agreement.