The AEWU Contention
Months of negotiations have led to questions of just wages, the feasibility of expenses, and eventually, a positive strike vote.
By Michelle D. Abad and Thea Unson

Published 28 January, 2018
The economic and social provisions, which include wages, of the current Collective Bargaining Agreement (CBA) for 2014-2019 have expired on May 2017 and are up for negotiation.
The renegotiation for these provisions started on June 20, 2017, with a deadline set for November 30, 2017. Here, the Ateneo Employees and Workers Union (AEWU) and the Ateneo administration were meant to exchange proposals for the CBA. Proposals for the CBA were accompanied with proposals for the Ground Rules, or the terms of negotiation.
In the CBA proposals of both AEWU and the administration, the provision on the date of effectivity of the CBA was the same. It indicated that the CBA is effective from June 1, 2017 to May 31, 2019.
The administration did not acknowledge this as an agreement, citing the Final Approved Ground Rules signed by both parties on July 25, 2017, which indicated that “[the] date of effectivity will be discussed during the negotiation proper.”
The two parties failed to reach an official agreement on the CBA before November 30, thus rendering negotiations into its deadlock status. AEWU filed a notice of strike on December 21, 2017, after which both panels agreed to a 30-day “cooling off period” which ended on January 21, 2018.
Definition of terms
Ateneo Employees and Workers Union (AEWU)–a union of 243 non-academic employees of Ateneo de Manila, comprised of maintenance staff, office staff, and technicians.
Collective Bargaining Agreement (CBA)–an agreement resulting from a series of negotiations between private employers and union members to determine terms and provisions of employment.
Strike–an organized protest by the employees which entails refusal to serve regular work hours. A legal strike is decided on by a strike vote where a majority of the union must vote “yes.” This vote must be verified by representatives from the Department of Labor and Employment (DOLE).
More recent events
However, the “most contentious” aspect of the CBA negotiations was wages, as AEWU legal counsel Arturo Tan said that it would be easier to negotiate on other aspects after wages were settled.
As per Republic Act 6728 and Department Order 15, S 1992, 70% of the Tuition Fee Increases (TFI) must “go to the payment of salaries, wages, allowances, and other benefits of teaching and non-teaching personnel except administrators who are principal stockholders of the school, and may be used to cover increases as provided for in the collective bargaining agreements existing or in force at the time when this Act is approved and made effective.”
AEWU, however, argued that Ateneo is not bound to use the TFI exclusively for wage increases, and can use their General Fund as a source of wages and benefits. According to AEWU, Ateneo’s reported General Funds from 2015-2017, as indicated in audited financial statements, total to more than P1 billion.
The administration, on the other hand, claimed that most of the General Fund is “restricted for property and equipment,” some of which has already been spent, and that the unrestricted funds are currently at P-26 million. CBA Administration Panel Chairperson Jose Mario Francisco, SJ, also mentioned that the General Fund is not liquid cash.
AEWU is now calling Ateneo out for being able to spend on material assets, but not their employees.
Tuition Fee Increase (TFI) or Tuition Incremental Proceeds (TIP)–the increase in general income from tuition vis-à-vis the preceding fiscal year.
General Fund or Net Income–the amount of available funds for disbursement that are taken from the preceding fiscal year.
Numbers and figures
AEWU's wage increases from 2014–2017 AEWU's proposal for 2017–2019 ADMU's offer for 2017–2019
General Increase (GI) 3.5% 7% P300*
Merit Increase (MI) 3% max 7% max P950** max
*In comparison, this is approximately 1.1% of AEWU members' average salary of P27,000
**In comparison, the max MI is approximately 3.5% of AEWU members’ average salary of P27,000
General Increase (GI)–a GI is a guaranteed monthly increase in wages. Can be expressed in percentages or flat rates.
Merit Increase (MI)–a MI is the allowable extra pay based on performance. Can be expressed in percentages or flat rates.
Sourced from ADMU Administration Panel’s January 19 infographic.
This salary ratio determines the share of the 70% of the TFI. According to Tan, however, how exactly the ratio is determined is meant to be decided in the CBA, and there is no agreement for this at present. On the other hand, University President Jose Ramon Villarin, SJ said that this ratio was determined through the proration, or proportional division, of salaries among all the employees.
AEWU’s proposal vs. ADMU’s offer in Pesos
70% of est. TFI AEWU's share at 5.18% ADMU's proposal AEWU's demands
Year 4
(SY 2017–2018)		 P87.6M P4.5M P5.3M P16.4M
Year 5
(SY 2018–2019)		 P94.9M P4.9M P5.2M P16.7M
Sourced from ADMU Administration Panel’s January 19 infographic.
Strike vote
The AEWU held a strike vote on January 23, “to determine if they agree to go on strike because of the CBA deadlock,” according to their statement. Out of 237 votes cast, 232 voted “yes” to the strike and only one voted “no.”
Seven-day strike ban
Though the majority of the union have already voted “yes,” they are only allowed to begin the strike seven days after the vote in order for the National Conciliation and Mediation Board of DOLE to verify the cleanliness of the strike vote proceedings.
What happens next
If the strike pushes through, AEWU will halt all their services within the University until both sides finally come to an agreement. Since the workers will not be paid during the strike, AEWU has gathered a strike fund of around P500,000 for the members to get by.
Once the strike fund runs out, DOLE can only do so much to help, as they can only keep pushing the two parties to come to an agreement.
In spite of all this, AEWU maintains that they will continue to “respect the students’ rights” to carry on with their studies.
During the strike, Ateneo cannot hire contractual workers as replacements for the staff, as prohibited by DOLE Department Order 174, Section 6 to do so. In spite of this, Ateneo assures the students that university operations will run smoothly as per usual.
“We have been very, very respectful of the rights of the union, but at the same time, we would like to promote and protect the general well-being of the students, the faculty, the community, during the strike if it happens,” said CBA Administration Panel Chairperson Jose Mario Francisco, SJ.