Bargaining Continues Through the Mediation Process for Sofina Workers

Thanks to members’ strong stand and 93% vote to reject the company’s last offer, we have seen some movement from the employer in mediation. We entered mediation on May 11, 2026.

The Alberta Labour Code provides for a special process called mediation when we reach a point in the collective bargaining of a contract where the process seems stalled.

In mediation, the employer and your union’s Bargaining Committee sit down with a government-appointed mediator — someone who specializes in resolving disputes — to try to move closer to an agreement that both parties can accept.

You can click here to view a video that explains this process in more detail.

The company has made a new offer, and your Union Bargaining Committee is carefully considering a response. There are a few crucial bargaining priorities we’re considering, and we would love to have your input.

The Improvements We’ve Seen So Far… and Questions to Consider

There have been a couple of key improvements to the company’s latest offer, which they are describing as their “best offer”:

• It is mostly the same as their prior offer… The wage increases, the six-year contract length, and most other details of the offer have not changed.
• … but they have removed the possibility of a Tuesday to Saturday shift. One big concern we heard from members before last week’s vote was the wording in the offer that could have allowed the company to introduce a Tuesday-to-Saturday shift, which could seriously disrupt members’ lives if implemented. The Tuesday-to-Saturday shift has been removed from the latest offer.
• They have also removed proposed changes to overtime. The prior offer proposed changes to how overtime works that have now been withdrawn.

These improvements address some of the key questions members told us about, but there are still several questions to think about and discuss.

We Still Have Questions

We’re reviewing the company’s offer, and we need some answers from the company before we respond. The key issues are these.

The Offer is Still Six Years Long

Your Bargaining Committee proposed retaining the proposed wage increases over a shorter, four-year contract, but the company was unwilling to move on this. In their “best offer,” the six-year contract term remains in place.

Is the Money Good Enough?

Compared to earlier offers and some deals that other unions have accepted, the wage increases look good. But do they really provide a living wage?

According to some experts, a living wage in Calgary today — which means the hourly wage a worker needs to earn to cover their basic expenses and participate in their community — is $27 per hour.

Although having a union contract and benefits can help, it’s worth noting that on ratifying this “best offer,” just 24 employees in the plant would be making a “living wage” in this sense.

The Education and Training Fund

Your union wants to give you the opportunity for personal development through the establishment of a reasonably funded Education and Training Fund.

Our assessment of what “reasonably funded” looks like would involve your employer contributing $0.15 per hour to that fund. Right now, their “best offer” commits to only $0.06 per hour. We think a better level of contribution is worth fighting for. 

Freedom of Expression

In Sofina’s Calgary plant, your union has three billboards to communicate with you.

This line of communication is important. Indeed, it’s vital.

We’re living in complex times and facing an ongoing affordability crisis. Issues of safety, members’ rights, and basic workplace updates often require us to act promptly as we connect workers with the information they need.

Since 2024, your employer has been stubborn about allowing your union to use these boards with full freedom of expression. We’re worried that they don’t fully believe in that freedom of expression, or that they might even be trying to gag your union. 

Does your employer want to hide the truth from you? If so, why? We regard this as a critical bargaining issue.

Have Your Say!

Our lawyers are in communication with the company, and we are carefully weighing our response to the offer. In the meantime, we want you to have your say!

Click here to see the employer’s latest offer, which they are describing as their “best offer.”

You should consider the points above and discuss them with your colleagues and family. To let us know what you think about the situation, click here to complete a quick survey.

Stay tuned for further updates, and be sure to congratulate your Bargaining Committee on their outstanding efforts! They have stood strong for you and worked hard to get the improvements in the offer that we’ve seen to this point.

If you have any questions, please contact your Union Labour Relations Officer, Jeff Ible, at [email protected] or by phone at 587-583-1501.

Posted on: May 14,2026