MUNASA Special Bulletin - June 2026

Dear Members,

MUNASA has been informed of a significant development within the Faculty of Education concerning the Flexible Work Arrangement (FWA). On October 10, 2025, the Dean announced by email that effective December 1, 2025, administrative and support staff would be restricted to a maximum of only one remote workday per week.

While this change is intended to “align with the operational needs of the Faculty” during the implementation of the new Strategic Plan, it is at odds with one of the Plan’s key priorities, Recruitment and Retention, which commits to “recruit and retain excellent students, faculty, and staff… and support them to thrive”.

Recent survey data collected from administrative and support staff within the Faculty certainly makes it clear that the new mandate has the opposite effect:

·        Broad opposition to the four‑day in‑office requirement: 96% of respondents indicated they are not in favour of the mandate.

·        Negative impact on wellbeing: 89% of respondents reported a decline in their work–life balance, with not a single respondent indicating improvement.

·        Productivity has also suffered: 52% reported being less productive, while no one reported being more productive.

·        Retention issue: 74% reported that they have already looked at job postings in other McGill units.

·        A decrease in morale: 74% of respondents reported feeling less valued as employees as a direct result of this change.

·        Several respondents highlighted that the policy forces employees with disabilities or caregiving responsibilities into uncomfortable disclosure situations, creating inequities and unnecessary stress.

In addition, survey feedback pointed to increased commuting fatigue, heightened concerns about winter travel and safety, challenges in maintaining a work–life balance, and a false perception that greater in-office presence would improve meaningful collaboration. At the same time, little to no effort has been devoted to community building.

Importantly, the survey results also pointed to constructive and widely supported alternatives. Staff have expressed strong support for approaches that balance operational needs with flexibility. None of the alternative solutions were considered.

While participation in the FWA program is indeed a privilege, equitable and consistent access to such arrangements remains critical for maintaining morale, productivity, and long-term retention. The current mandate in the Faculty of Education risks undermining these objectives, with measurable impacts on employee well-being, engagement and institutional loyalty.

In conclusion, the approach taken by the Faculty of Education sets a concerning precedent, one we hope will not be adopted by other Faculties and Units, as it does not demonstrate a reasonable commitment to its employees nor does it foster a better work environment.

We are grateful that other Faculties and Units have applied the FWA program equitably and consistently by allowing their employees the opportunity to work two to three days remotely per week. This demonstrates a genuine commitment to employee well‑being, which ultimately strengthens trust, morale, and long‑term performance.

Should you wish to share your comments or feedback on this matter, please contact MUNASA at info@munasa.com.

With best wishes,

The MUNASA Executive