Alyssa’s April report addresses the Memorandum of Agreement ratification, salary increases, Staff Conference, the new performance development framework, the University budget, flexible work and accommodations, and Chancellor feedback.
UWSA members have voted in favour of ratifying the 2026 Memorandum of Agreement between the UWSA and University of Waterloo. The agreement will be in effect as of April 9, 2026. Here's what happens next.
The UWSA Board of Directors is pleased to formally endorse the tentative Memorandum of Agreement (MoA) with the University of Waterloo, reached earlier this month. This agreement is the result of months of diligent work and negotiation, and is a transformative step forward for our membership.
Our Memorandum of Agreement (MoA) is the foundation of how the UWSA and the University work together to support staff. It shapes the UWSA’s role in advocating for staff working conditions and ensures you have a strong, independent voice at the table.
After months of collaboration and hard work, we’re excited to share that the UWSA and the University have reached tentative agreement on MoA revisions.
This is an important milestone as we move together into the approval stage.
We want to provide a brief update on the status of the Memorandum of Agreement (MoA) revisions, and the timing of this year’s salary increases.
We are very close to reaching a tentative Memorandum of Agreement, with a few remaining details to be resolved. These final discussions are important to ensure the strongest outcomes for staff, even if they require slightly more time than originally anticipated. Once the MoA is ratified, we will begin compensation negotiations to determine 2026 staff salary increases.
Alyssa’s February report addresses the Memorandum of Agreement revisions, 2026 salary increases, the University budget update, the University Pension Plan (UPP), the Flexible and Hybrid Work Guidelines, and the Board of Governors election.
The UW–UWSA Memorandum of Agreement (MoA) outlines how the University and the University of Waterloo Staff Association (UWSA) collaborate on issues and policies that affect University Support Group (USG) staff.
The working group has been meeting weekly since November and is making steady progress toward key changes, including establishing a more structured and formal salary negotiation process and reviewing the scope of UWSA membership.
Alyssa’s report covers our Memorandum of Agreement revisions, the University budget, flexible and hybrid work, workplace accommodations, transparency around our conversations with UW, the Strategic Talent Performance Framework, opportunities for staff to shape UW leadership, and more.
Alyssa’s first report as UWSA president covers the Memorandum of Agreement with UW revisions, the University’s budget update, flexible and hybrid work guidelines, proposed changes to the pension and benefits committees (and potential changes to the pension plan), and more.
The University of Waterloo and the University of Waterloo Staff Association (UWSA) are working together to modernize our Memorandum of Agreement (MoA). The MoA outlines the formal relationship between UWSA and the University and sets out how we work together on issues and policies that affect University Support Group (USG) staff.