BARGAINING UPDATE MAY 1 2018

Government Services Local Councils summit announced, Essential Services Agreement reached

 


The last time your bargaining committee (the Government Services Bargaining Committee – GSBC) met directly with the Employer was April 9 and 10. Despite the Union putting forward a comprehensive package of important contract language and monetary proposals, the Employer refused to respond formally with written counter-proposals. They still maintain a position of no pay increases for the first two years of a new agreement (i.e. April 2017 – March 2019).

 


Despite the level of frustration the GSBC feels about the lack of movement on key issues such as job security, workload, contracting out, contracting in, wage equity and monetary items, we are committed to continue bargaining. However, no new dates to bargain have been proposed or agreed to by the Employer.

 


There has however, been a conclusion to negotiating an Essential Services Agreement (ESA), as required by law. A brief overview of the ESA is below.

 


Local Councils summit:

 

In light of the lack of movement, and the fact the ESA has recently been approved by the Essential Services Commissioner, which could now potentially lead to a position of legal job action, the GSBC has organized a two-day summit of all Government Services Local Councils.

 


This summit will be held in mid-June and will be a gathering of elected Local Council leaders and activists. The purpose is to provide a detailed update on the status of bargaining and what has transpired since bargaining started a year ago, what issues remain unresolved and where we see bargaining going.

 


There will also be an in depth presentation of the ESA and how it applies in the event of a strike or lockout. Tied in with this will be determining strategies for engagement and mobilization of the membership to put pressure on the Government to reach an agreement.

 


In the mean time, we are obviously hopeful to return back to the bargaining table; but need to see greater commitment from the Government to reach an agreement.

 


The GSBC is committed to keeping you updated with any new developments in bargaining.

 


Essential Services Agreement:

 

AUPE and the Government of Alberta have successfully reached an Essential Services Agreement (ESA) after more than one year of negotiations.

 


The ESA, which was reached in late March, will govern the terms of a strike or lockout in the Government of Alberta, should bargaining reach an impasse.

 

With the ESA signed, the GSBC is better able to pursue avenues that can help to push the bargaining process forward.

 


The ESA stipulates that, on average, less than 20-per-cent of staff will remain on the job in the event of a strike or lockout. Some areas of the public service require higher levels of essential services provisions, and some less.

 


Overall, the ESA ensures the minimum number of staff is on the job in order to protect public health and safety, while also maintaining the union’s ability to apply pressure on the Employer in the event of a job action.

 


The agreement between the employer and the union became a requirement under the province’s Bill 4: An Act to Implement a Supreme Court Ruling Governing Essential Services, which reversed the ban on strikes for most public sector workers and ensures that the most essential services are not impacted in the event of a lockout or strike.

 


The term “essential” is applied to the service that is being provided and not the worker who provides that service.

 


AUPE and other unions had been advocating for years for the changes included in Bill 4, which helps to level the playing field between workers and employers by ensuring that workers can exercise their right to strike in the event of a bargaining breakdown.

 


Your bargaining committee remains committed to providing you with up to date information about the progress we make at the bargaining table and what you need to know about the ESA.


GSBC BARGAINING TEAM MEMBERS:

Local 001 – Faye Rever rever0001@gmail.com
Local 002 – Emille Currie ecurrie@distributel.net
Local 003 – Mike Larson 003bargaining@gmail.com
Local 004 – Ken Weir kennethweir1@gmail.com
Local 005 – Randy Ramsden r.a.ramsden@hotmail.com
Local 006 – Donna Smith xsmith@telus.net
Local 009 – Darrol Mason masonfox1@hotmail.com
Local 012 – Terrie Wispinski twisp@shaw.ca

AUPE RESOURCE STAFF:

Dale Perry Lead Negotiator
1-800-232-7284 or d.perry@aupe.org

Mac McNaughton Negotiator
1-800-232-7284 or m.mcnaughton@aupe.org

Trevor Zimmerman Organizer

1-800-232-7284 or t.zimmerman@aupe.org 

Farris Sobhani Organizer
1-800-232-7284 or f.sobhani@aupe.org

Tyler Bedford Communications
1-800-232-7284 or t.bedford@aupe.org

Keep track of GSBC Bargaining with all updates here

BARGAINING UPDATE MARCH 2018

Negotiations continue

Your bargaining committee met with the employer on March 12 and 13 in Edmonton to continue bargaining your next collective agreement.

After close to 40 meeting dates, your committee continues to be disappointed and frustrated that key issues regarding job security, workload, pay equity, contracting in and contracting out remain to be seriously addressed by the employer; although some progress has been made in other language contained in the agreement.

The employer’s bargaining position of zero-per-cent each year for two years and a wage reopener in the third year remains.

While bargaining continues to be difficult, your committee is dedicated to taking the time needed to get the collective agreement members deserve. We will not rush into an agreement that does not meet members’ needs.

It’s important to note that while we are negotiating your next agreement, the current agreement applies until a new agreement is ratified.

Your committee will meet again March 21, 22 and 23 to get an update on current Essential Services Agreement negotiations, which must be agreed to before any formal mediation or potential job action can occur.

We thank you for the continued patience and resolve you’ve shown throughout this bargaining process.

Negotiations are scheduled to continue April 9 and 10.

Please do not hesitate to contact a member of your committee with any questions or comments you may have.

GSBC BARGAINING TEAM MEMBERS:

Local 001 – Faye Rever rever0001@gmail.com
Local 002 – Emille Currie ecurrie@distributel.net
Local 003 – Mike Larson 003bargaining@gmail.com
Local 004 – Ken Weir kennethweir1@gmail.com
Local 005 – Randy Ramsden r.a.ramsden@hotmail.com
Local 006 – Donna Smith xsmith@telus.net
Local 009 – Darrol Mason masonfox1@hotmail.com
Local 012 – Terrie Wispinski twisp@shaw.ca

AUPE RESOURCE STAFF:

Dale Perry Lead Negotiator 1-800-232-7284 or d.perry@aupe.org
Mac McNaughton Negotiator 1-800-232-7284 or m.mcnaughton@aupe.org
Julie Jacques Organizer 1-800-232-7284 or j.jacques@aupe.org
Farris Sobhani Organizer 1-800-232-7284 or f.sobhani@aupe.org
Tyler Bedford Communications 1-800-232-7284 or t.bedford@aupe.org

BARGAINING UPDATE FEBRUARY 2018

Negotiations Continue

Your bargaining committee met with the employer on Feb. 14 in Edmonton to continue bargaining your next collective agreement.

The employer presented its latest proposals, which the committee reviewed and began preparing a comprehensive response for on Feb. 15.

We're disappointed there seems to be no movement on many of the union's priority items like job security, workload, job classifications, hiring practices, contracting out and more. Unfortunately these items remain to be seriously discussed and are tied to a monetary agreement.

It's important to note that while we are negotiating your next agreement, the current agreement continues to apply until a new agreement is ratified.

Your committee is dedicated to negotiating an agreement that meets members needs and will continue to work toward that during upcoming bargaining, tentatively scheduled for March 12 and 13.

We thank you for your continued patience and resolve shown throughout this bargaining process.

Please do not hesitate to contact a member of your committee with any questions or comments you may have.

GSBC BARGAINING TEAM MEMBERS:

  • Local 001 – Faye Rever rever0001@gmail.com
  • Local 002 – Emille Currie ecurrie@distributel.net
  • Local 003 – Mike Larson 003bargaining@gmail.com
  • Local 004 – Ken Weir kennethweir1@gmail.com
  • Local 005 – Randy Ramsden r.a.ramsden@hotmail.com
  • Local 006 – Donna Smith xsmith@telus.net
  • Local 009 – Darrol Mason masonfox1@hotmail.com
  • Local 012 – Terrie Wispinski twisp@shaw.ca

AUPE RESOURCE STAFF:

  • Dale Perry, Lead Negotiator: 1-800-232-7284 or d.perry@aupe.org
  • Mac McNaughton, Negotiator, 1-800-232-7284 or m.mcnaughton@aupe.org
  • Julie Jacques, Organizer, 1-800-232-7284 or j.jacques@aupe.org
  • Farris Sobhani, Organizer, 1-800-232-7284 or f.sobhani@aupe.org
  • Tyler Bedford, Communications, 1-800-232-7284 or t.bedford@aupe.org

BARGAINING UPDATE DEC 21 2017

 

GOVERNMENT SERVICES BARGAINING COMMITTEE

BARGAINING UPDATE

DECEMBER 21, 2017

Your bargaining committee met with the employer on Dec. 11, 12, 13 and 19 and 20 in Edmonton to continue negotiating your next collective agreement.

Talks on priority items like job security, workload, job classifications, hiring practices, contracting out and others occurred and will continue during our next rounds of bargaining, scheduled for Jan. 16, 17 and Feb 14, 15. 

We thank members for their support and continued patience. Remember, your current collective agreement continues to apply until a new one is ratified.

Please do not hesitate to contact a member of your bargaining committee with any questions, comments or concerns you may have.

 GSBC BARGAINING TEAM MEMBERS:

Local 001 – Faye Rever rever0001@gmail.com

Local 002 – Emille Currie ecurrie@distributel.net

Local 003 – Mike Larson 003bargaining@gmail.com

Local 004 – Ken Weir kennethweir1@gmail.com

Local 005 – Randy Ramsden r.a.ramsden@hotmail.com

Local 006 – Donna Smith xsmith@telus.net

Local 009 – Darrol Mason masonfox1@hotmail.com

Local 012 – Terrie Wispinski twisp@shaw.ca

AUPE RESOURCE STAFF:

Dale Perry Lead Negotiator

1-800-232-7284 or d.perry@aupe.org

Mac McNaughton Negotiator

1-800-232-7284 or m.mcnaughton@aupe.org

Julie Jacques Organizer

1-800-232-7284 or j.jacques@aupe.org

Farris Sobhani Organizer

1-800-232-7284 or f.sobhani@aupe.org

Tyler Bedford Communications

1-800-232-7284 or t.bedford@aupe.org

 

Bargaining Update November 2017

Bargaining Update

 

NEGOTIATIONS CONTINUE: SUMMARY OF GOVERNMENT SERVICES BARGAINING

Your bargaining committee met with the employer on Nov. 14, 15 and 21, 22 in Edmonton to continue bargaining your next collective agreement. There was movement on 17 non-monetary items over those four days. It’s important to note that while we are negotiating your next agreement, the current agreement continues to apply until a new agreement is ratified.

Agreement on many of the union’s priority items like job security, workload, job classifications, hiring practices, contracting out and more have yet to be seriously discussed and are tied to a monetary agreement.
Your committee has met with the employer 28 times since bargaining began. Below is a comprehensive overview of the headway made in that time.

Articles:
Articles signed off with no changes or just word changes: 2, 5, 6, 9, 13, 20, 24, 30, 37, 39, 41, 42. Supplements I, II, Addendum I, Letters of Understandings (LOUs) 1, 2, 3, 4, 8, 9, 10, Common Interest Forum, Letter of Intent (LOI) 1.
Outstanding articles: 31, 33, 34, 35, 38, 40, 40A

Article 3 Master/Subsidiary Agreements  – Emphasizes that the collective agreement is paramount and Letters of Understanding (LOUs) and Letters of Intent (LOIs) can be grieved unless otherwise identified.

Article 8 Union Membership and Dues Check-Off – Indemnification for employer has been removed. Therefore the union will no longer be responsible for claims against them in relation to dues and membership.

Article 10 Employer/Employee Relations - Union orientation of up to 30 minutes for new staff with pay during first six months of employment. If the orientation occurs at an employer’s orientation for new employees, the union will receive one-week advance notice. New employees will be provided with a link to the collective agreement in their offer letter, the name of their union steward if one is assigned to the area, a copy of the collective agreement from their union steward or employer upon request.
On a monthly basis, the employer shall provide a list to the union with the names and departments of all new bargaining unit employees hired up to the end of the previous month.

Article 11 Time Off for Union Business  – If an employee attends an Employee Relations Committee meeting or an Occupational Health and Safety Committee meeting on a day of rest they will be paid at straight time or a minimum of two hours, whichever is greater.

Article 19 Call Back Pay – Includes contact via modern communications instead of just telephone such as text or email.

Article 22 Northern Allowance Pay – Renew current language

Article 23 Workers’ Compensation Supplement – Change to “base salary” to calculate income for benefit purposes to include all forms of employment income like overtime, shift premiums, etc.

Article 27 Probationary Employee and Period  – If a probationary employee (including temporary) is absent for more than 20 days for a period of paid or unpaid leave during the period of probation, it may be extended in writing, citing reasons for the extension.

Article 28 Disciplinary Action – Notice given of the time and place of any disciplinary or potential disciplinary meeting must be provided to an employee with 24-hour notice, unless otherwise mutually agreed to.

  • Purging of an employees’ personal file of any record of fully resolved disciplinary action may now be requested after 24 (instead of 30) months of continuous service from the date of the disciplinary action.

Article 29 Grievance Procedure  – Added 29.01 (e) Notwithstanding 29.01(d) a wage employee who has served 24 months of service from their first date of hire and who is dismissed for disciplinary reasons in accordance with Article 28 Disciplinary Action, shall have access to the grievance procedure including arbitration at level 3.

  • Group grievances may now be filed in the absence of consent from all potential grievors who may be affected by the outcome of the grievance.
  • Employees now have 21 days to file at level 1 (was 14 days previously).
  • Informal resolution stage prior to level 1 is now part of grievance process.
  • Grievances will now be filed with HR officers rather than designated officers, which reduces potential delays in locating or serving designated officers who are away on vacation or otherwise unreachable.
  • New provisions require disclosure at each step.

Article 32 General Illness – Chart added to replace wording. Self-inflicted injuries are now eligible for coverage.

Article 36A Christmas Closure – Christmas closure days are maintained.

Article 43 Safety and Health – The employer shall require all new employees complete the Fundamentals in Occupational Health and Safety training course and shall have in place a policy to support a working alone safety plan that adheres to Occupational Health and Safety Legislation.

Article 46 Leave Without Pay – In advance of any such leave, the employee shall make arrangements to ensure the employee’s share of benefit premiums are paid each pay period when due, for the duration of the leave without pay.

Article 48 Printing of Agreements – Employees will be provided either a hard copy or access to an online copy upon request.
Article 50 Harassment and Discrimination – If the employer’s workplace policy does not resolve complaint of harassment and discrimination, it may be grieved.

  • Retaliation in any form is forbidden.
  • The harassment or discrimination may still be the subject of a human rights complaint.

Article 56 Terminal Care Leave (New Article)  – An employee who has completed 52 consecutive weeks of employment shall be granted up to 26 weeks of leave without pay upon provision of at least two weeks’ written notice, unless emergent situations require shorter notice, to provide care or support for a qualified relative in the end stage of life as detailed in Employment Insurance legislation.

  • The employee’s and employer’s share of benefits under drug and benefit plans will continue during the period of leave; however, it will be up to the employee to ensure coverage for their portion of benefit dues.


Letters of Understanding (LOUs)

Outstanding Letter of Understanding: 5

Letter of Understanding #1  – Terms of Reference – Article 49 – Employee Benefit Committee

  • Now required to meet at least once per year.


Letter of Understanding #2 – Employment Standards Code, Scheme of Employment Covering the Master and Subsidiary Agreements

  • The parties agree to meet within 30 days of any new regulation related to permits and schemes of employment under the Employment Standards Code to review the provisions noted in clause 2 of this Letter of Understanding for the purpose of making a joint request to the Director of Employment Standards.


Letter of Understanding #6  – 6 and 3 Work Schedules Between: The Crown in Right of Alberta (The Employer) – and – The Alberta Union of Provincial Employees (The Union) – Employees may now use earned time in lieu for attending training or working hours in addition to their scheduled daily or weekly hours.
Letter of Understanding #9 – Legal Fees – Maintained
Letter of Understanding #10 – Legal Indemnification – Maintained
Letter of Understanding #11 – Northern Trips – Maintained
Letter of Understanding #12 – Northern Leave – Maintained
Letter of Understanding #13 – Attraction Bonus – Maintained
Letter of Understanding #14 – 55th to 57th Parallel Retention Allowance – Maintained
In addition to the following signed off items, subsidiary agreements 001, 002, 003, 004, 005, 006, 009 and 012 are still being worked on for such things as protective clothing, updating wording, specialist modifiers and anything related to monetary.
Subsidiary agreement 2

Letter of Understanding #2 – Community and Social Services, Children’s Services, and Office of the Public Guardian and Trustee Delivery Program Advisory Committee – Changed to reflect one new region with addition of one employee to committee, so employee representation increases from 7 to 8. – Addition of an Executive Director as the minimum status of the employee co-chair of the committee.
Subsidiary agreement 3
Letter of Understanding #4  – 9.25 Hour Shift Rotation – Traffic Enforcement Division, Sheriffs Investigative Support Unit and the Warrant Apprehension Team – Old name was not reflected correctly. SISU now changed to correct Sheriffs Investigative Support Unit.
Subsidiary agreement 5
Letter of Understanding #4 – Fish and Wildlife Officers – deleted as no longer applies.
Subsidiary agreement 6
Article 1 Probationary Period – MH 4s moved to one-year probationary period.
Letter of Understanding #1 – Provincial Advisory Program Committees – Terms of Reference
Updated language and increased number of members in Disability Advisory table from 8 to 10.
Employee Relations Committee – Medical and Rehabilitative Services – Terms of Reference
No change other than changing reference to Local 010 to Local 006.
Bargaining is scheduled to continue Dec. 11, 12, 13 and 19, 20 and 21.

As always, please do not hesitate to contact a member of your bargaining committee with any questions or comments you may have. Your committee is dedicated to keeping you informed throughout the entire negotiations process.

BARGAINING UPDATE SEPTEMBER 28 2017

NEGOTIATIONS CONTINUE

Your bargaining committee met with the government from Sept. 25 to 27 in Edmonton, which resulted in three more items being agreed to by both parties:

  • Sub 2 LOU # 2 RE: Program Advisory Committee – we were successful in adding one additional union representative to the committee to cover the newly created region (North Central).
  • Sub 6 Article #1 Probationary Periods – was amended to increase the probation period for the classification of medical and health four to 12 months. This change will only impact newly hired employees after the ratification of the agreement.
  • Sub 6 Article #3 Overtime – was not changed and was signed off with current language.

The parties are inching closer to dealing with the more substantive issues in the current round of bargaining. The employer indicated it will be prepared to move forward in responding to the union’s proposals on job security, workload and classification in conjunction with monetary demands.

The next bargaining sessions are scheduled for Nov. 14, 15 and Nov. 21, 22, where your committee will continue the push to achieve a collective agreement that provides job security and protects the rights of our members.

Please ensure your contact information is kept up to date with AUPE so you don’t miss out on important bargaining developments. Visit aupe.org/update-me to correct your information.

We remain committed to providing you with information about your bargaining. If you have questions comments or concerns please contact your GSBC representative.

With your continued support we will reach a fair collective agreement.

GSBC BARGAINING TEAM MEMBERS:

Local 001 – Faye Rever rever0001@gmail.com
Local 002 – Emille Currie ecurrie@distributel.net
Local 003 – Mike Larson 003bargaining@gmail.com
Local 004 – Ken Weir kennethweir1@gmail.com
Local 005 – Randy Ramsden r.a.ramsden@hotmail.com
Local 006 – Donna Smith xsmith@telus.net
Local 009 – Darrol Mason masonfox1@hotmail.com
Local 012 – Terrie Wispinski twisp@shaw.ca

AUPE RESOURCE STAFF:

Dale Perry, Lead Negotiator
1-800-232-7284 or d.perry@aupe.org

Mac McNaughton, Negotiator
1-800-232-7284 or m.mcnaughton@aupe.org

Julie Jacques, Organizer
1-800-232-7284 or j.jacques@aupe.org

Farris Sobhani, Organizer
1-800-232-7284 or f.sobhani@aupe.org

Tyler Bedford, Communications
1-800-232-7284 or t.bedford@aupe.org

BARGAINING UPDATE SEPTEMBER 15 2017

NEGOTIATIONS CONTINUE


Your bargaining committee met with the employer Sept. 12, 13 and 14 in Edmonton to resume bargaining non-monetary items for your next collective agreement.

Gradual progress continues to be made, with four Letters of Understanding (LOU) covering Scheduling; Terms of Reference; Payment for Restructuring and Employment Standards signed off.

Two articles, including some improvements to Time off For Union Business, were agreed to as well. A Letter of Intent (LOI), renewing the workload appeal process in Local 006, was also signed off.

Discussion around other non-monetary items will continue during the next rounds of bargaining, which are scheduled for Sept. 25, 26, 27.

Please ensure your contact information is kept up to date with AUPE so you don’t miss out on important bargaining developments. Visit aupe.org/update-me to correct your information.


Your committee is dedicated to keeping you informed throughout the entire bargaining process. Please do not hesitate to contact a member of your committee with any questions, comments or concerns you may have.


GSBC BARGAINING TEAM MEMBERS:

Local 001 – Faye Rever rever0001@gmail.com

Local 002 – Emille Currie ecurrie@shaw.ca

Local 003 – Mike Larson 003bargaining@gmail.com

Local 004 – Ken Weir kennethweir1@gmail.com

Local 005 – Randy Ramsden r.a.ramsden@hotmail.com

Local 006 – Donna Smith xsmith@telus.net

Local 009 – Darrol Mason masonfox1@hotmail.com

Local 012 – Terrie Wispinski twisp@shaw.ca


AUPE RESOURCE STAFF:


Dale Perry, Lead Negotiator

1-800-232-7284 or d.perry@aupe.org


Mac McNaughton, Negotiator

1-800-232-7284 or m.mcnaughton@aupe.org


Julie Jacques, Organizer

1-800-232-7284 or j.jacques@aupe.org


Farris Sobhani, Organizer

1-800-232-7284 or f.sobhani@aupe.org


Tyler Bedford, Communications

1-800-232-7284 or t.bedford@aupe.org


KEEP TRACK OF GSBC BARGAINING


You’ll find all bargaining updates related to government services negotiations at:aupe.org/goa2017