Direct Impact Summer 2015

SUMMER 2015

STEPPING

UP Published by the Alberta Union of Provincial Employees

Meet four AUPE members who took commitment to public service to a higher level, and now sit as government MLAs.

INSIGHT Listening to Members

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AUPE wants to hear from you, our grassroots members. Sign up for our online opinion panel at www.aupeinsight.com and help us improve your union. It doesn’t matter what your job is, or how long you’ve been an AUPE member: your opinion matters to us.

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SUMMER 2015 CONTENTS

COVER

AUPE EXECUTIVE President Guy Smith

Exec. Sec.-Treasurer Jason Heistad

Vice-President Mike Dempsey

PLUS

Your Working MLAs

Vice-President Erez Raz

Vice-President Carrie-Lynn Rusznak

Vice-President Glen Scott

Vice-President Susan Slade

Vice-President Karen Weiers

The new Alberta Way

AUPE membersturned-MLAs inside the provincial legislature building.

Photo by Jason Franson

AUPE participates in a ground-breaking study of workplace violence.

Alberta voters make 180 degree turn at the ballot box.

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12

Executive Director Carl Soderstrom Managing Editor Mark Wells Editor Andrew Hanon Contributors Tyler Bedford Vanessa Bjerreskov Merryn Edwards Design Jon Olsen Telephone: 1-800-232-7284 Fax: 780-930-3392 Toll-free Fax: 1-888-388-2873 info@aupe.org www.aupe.org Direct Impact is published quarterly, with a circulation of more than 80,000.

Stress Test

SPOTLIGHT ON FINANCE PAGE 26

15 From the President 4 Focus on AUPE 5 By the Numbers 6 Labour News 18 Labour Relations Briefs 24 Steward Notes Pull Out

Got a story idea? We want to know what AUPE members are up to.

Send your suggestions to editor@aupe.org.

Canadian Publications Mail Agreement: 40065207 Return undeliverable Canadian addresses to: Alberta Union of Provincial Employees 10451 - 170 Street NW, Edmonton, AB T5P 4S7

15119

DIRECT IMPACT 3

FROM THE PRESIDENT

A

bout this time last year I asked you to remember where you were on March 19, 2014. That was the historical day when former Premier Redford resigned under a shroud of mismanagement, entitlement, arrogance and a history of trying to bully AUPE into submission.

This year I will ask if you remember where you were on the night of May 5, 2015 – probably the most historic day in Alberta politics. Like most of you, I was watching the provincial election results roll in, almost not believing what I was seeing.

For much the same reasons Redford was forced to resign, the 44-year-old Conservative dynasty was removed from office by an Albertan citizenry that wanted real and meaningful change.

The fact that we, as a union, stood strong and proud during the darkest days of the Redford regime when we alone were targeted, and during the more recent attacks by former Premier Prentice, I believe sent a message and inspired those who desired real and lasting change. We made history by taking on the previous government, and Albertans made history by defeating that same government.

It is hard yet to comprehend the significance of this change, but I can

4 DIRECT IMPACT

assure you that the crucial relationship between AUPE and the new Government of Alberta will be very different than what we experienced previously.

Ultimately, we now have a government that is made up of Albertans very much like you and me. Many of the MLAs have worked on the front lines of public service. Many of them have stood side by side with us in our significant struggles.

Many of them have built respectful and knowledgeable relationships with us over the years. And yes, even a few of them (four to be exact) are actually AUPE members and activists!

All of this means that our interactions with government will now be on a higher level of understanding of the many issues and solutions we have to work on.

And believe me, after so many years of Conservative majority the key issues such as workload, under-staffing, health and safety, respectful negotiations (current and future), labour legislation, privatization and contracting out, and day-to-day labour relations are in dire need of being seriously addressed by the new government.

But, we need to allow time for this government to settle in and come to an understanding of the massive responsibility they have been handed by the people of Alberta. There is a huge

transition underway, and it is important that before we start engaging in earnest with the newly appointed cabinet ministers, the premier and the rest of caucus, that the government be able to firmly establish itself.

However, at the same time, we must never forget that we are an independent union that is not beholden to any government. Just because the government has changed, nonetheless for the better, doesn’t mean we have changed.

AUPE has carved its niche and stamped its brand in Alberta society. The same principles and goals that led us to make history through massive struggle must guide us as we build our future. The current government needs to know, and I believe they do, that we will always stand up vigilantly for our members and services to Albertans.

It is hard work, dedication and solidarity that has made us so strong in the past and will continue to make us stronger as we move forward in the new Alberta political landscape.< In Solidarity,

Guy Smith AUPE President

FOCUS ON AUPE

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3

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4 1 New members at AgeCare Beverly Centre Glenmore in Calgary defied convention and wore red on St. Patrick’s Day in solidarity as they bargained for their first collective agreement.

2 A participant at the Grande Prairie Area Council’s curling funspiel on March 14 wears a watermelon helmet. No word on whether it conformed to OH&S standards.

3 AUPE’s Women’s Committee rolled up their sleeves to help build a house for Habitat for Humanity.

4 AgeCare employees held a “Take A Stand” rally to pressure the employer to take collective bargaining seriously.

5 Local 006 members in Edmonton take part in a “22 Days in May” barbecue. Events were held around the province to draw attention to unaddressed workload issues.

5 DIRECT IMPACT 5

ELECTION

2015

When Premier Rachel Notley and her cabinet were sworn in to office on the steps of the legislature on May 24, thousands showed up to witness what is usually a small, understated ceremony. The massive crowd was not the first surprising number of the provincial election.

More than 600,000 Albertans cast their ballots for Notley’s NDP, the second highest show of support in Alberta electoral history. Here are some of the other remarkable figures that came out of the historic election.

BY THE NUMBERS

MLA Breakdown

Vote Count

Prior to the May 5 election, the Tories enjoyed a huge majority, thanks in part to a mass floor-crossing by Wildrose MLAs. After the election, both the NDP and Wildrose parties saw large increases in their seats.

The number of Albertans who voted NDP on May 5 more than quadrupled from the 2012 election, when 127,074 ballots were cast for the party.

SEATS BEFORE ELECTION PC (70) WILDROSE (5)

TOTAL BALLOTS CAST

LIBERAL (5)

1,488,242

NDP (4) INDEPENDENT (1) VACANT (2)

NDP - 604,515 (41%)

SEATS AFTER ELECTION

PC - 413,607 (28%)

PC (9)

WILDROSE - 360,511 (24%)

WILDROSE (21)

LIBERAL - 62,153 (4%)

LIBERAL (1)

OTHER - 46,374 (3%)

NDP (53) ALBERTA PARTY (1)

!

INDEPENDENT (1) VACANT (1)

While Elections Alberta’s official voter turnout shows a slight decrease, due to population growth the overall number of votes cast in 2015 was the highest in Alberta history.

Voter Turnout (%) A look at voter turnout (percentage of eligible voters who actually cast ballots) over the past 40 years of Alberta provincial elections.

66 59.6

60.2

58.7

53.6

52.8

52.8

47.3

1975

1979

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1982

1986

44.7

1989

1993

1997

2001

2004

54.4

53.7

2012

2015

40.6

2008

Women in the Legislature Traditionally, the Alberta legislature has been filled mostly with male MLAs. On election night, Premier Rachel Notley told supporters the NDP probably made history by electing a nearly equal number of men and women.

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47%

25

Preparing for Change AUPE had its own campaign to get more members engaged in the political process. Preparing For Change was a non-partisan effort to urge members to get involved and support the candidates and parties that best reflected their interests.

WOMEN IN NDP GOVERNMENT CAUCUS The NDP caucus nearly achieved gender parity, with 25 women among its 53 members. The Prentice government had only 18 women among its 70 members.

FEMALE

PHONE BANK

MALE

In the weeks leading up to the election AUPE volunteers phoned fellow members urging them to get out and vote for the candidate of their choice. Over these two weeks nearly one-third of the AUPE membership was called.

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50%

6

WOMEN IN CABINET Not only did Premier Notley greatly reduce the size of cabinet, she appointed an equal number of men and women. The Prentice cabinet had only four women among its 20 ministers.

FEMALE

20

VOLUNTEERS

32%

AUPE MEMBERS

MALE

1,250 29

CALLED

25,000

The average number of phone calls each volunteer made during the two-week period the phone bank was operational.

WOMEN MLAs OVERALL Overall, more women were elected in 2015 than 2012, taking one third of all seats in the legislature.

57*

FEMALE

MALE

MAIL OUT CAMPAIGN

* 1 Seat Vacant

In addition to getting out the vote through phone banking, AUPE engaged in a postcard mailing campaign directed at members.

63*

26%

22

WOMEN MLAs IN PREVIOUS LEGISLATURE In the previous legislature, only a quarter of the MLAs were women.

FEMALE

Have a say in who represents you.

VOTE ON MAY 5

X

81,240

MALE

* 2 Seats Vacant

Labour in the Legislature

TIME OFF FOR UNION BUSINESS

27

49%

26

UNION MEMBERS IN NDP CAUCUS According to the NDP, half of its caucus are union members.

UNION MEMBERS NON-UNION

Through the Committee on Political Action (COPA), AUPE provided “time off for union business” funding for members who took time off from work to volunteer for labour-friendly candidates.

150

The total number of days COPA approved for volunteers to take off of work to campaign for their candidate.

DIRECT IMPACT 7

w e n < Rachel Notley’s NDP swept to power this spring on a labour-friendly election platform. AUPE helped keep workers’ issues on the top of voters’ minds.

Here’s how we did it.

By Merryn Edwards & Vanessa Bjerreskov Communications Staff 8 DIRECT IMPACT

photo: Andrew Hanon

DIRECT IMPACT 9

“My feet were killing me, but it was exciting. Change seemed to be blowing in the wind.”

AUPE Vice-President and Chair of the Committee on Political Action Mike Dempsey truly walked the walk in the lead-up to Alberta’s historic spring 2015 election. Dempsey put some miles on his running shoes door knocking as a volunteer on Heather Sweet’s campaign – a campaign that brought the AUPE member into office as MLA for Edmonton– Manning in an orange wave that saw 53 NDP candidates elected across Alberta.

Sweet was among four AUPE members who were elected on May 5. All four – Sweet, Nicole Goehring, Kim Schreiner and Erin Babcock – ran for the NDP and will serve in Premier Rachel Notley’s government.

We’ve truly seen that every small action makes a difference.

AUPE President Guy Smith

“I am so proud of all our AUPE members who stood up to be part of this year’s historic election,” said AUPE President Guy Smith. “Not just the candidates, but the volunteers as well, on campaigns across the province and with AUPE as part of our GOTV (Get Out the Vote) initiative. We’ve truly seen that every small action makes a difference.”

Time will tell what change an NDP government will bring to this province, but AUPE’s immersion in the democratic process leading up to the election has already reaped great rewards for our members. “As AUPE members, we are 10 DIRECT IMPACT

used to building our power as workers,” said Dempsey, “but this year we really demonstrated our power as citizens.”

The groundwork for this democratic renewal began in the two years prior.

AUPE had been forced to respond to successive attacks initiated by the Redford government on basic worker rights, on the right to bargain collectively, on public and private sector pensions, and on the workers, residents and families of Michener Centre. Thousands of members rallied, wrote to and met with their MLAs and attended public hearings to express their determined opposition to these measures.

At the same time, AUPE embarked on a two-year Preparing for Change campaign. “Preparing for Change was not about partisan support for one party or candidate over another,” said AUPE Executive Secretary-Treasurer Jason Heistad. “It was an ambitious program to get members—and all Albertans—more engaged and active in the political process.

Politicians and parties will listen to us if they know that our members are voting and talking with Albertans about the issues that matter to us.”

Bolstered by victories against legislated wage freezes and attacks on worker rights (Bills 45 and 46), cuts to publicand private-sector pensions (Bills 9 and 10), and the planned closure of

Michener Centre, AUPE members could see concrete proof that their concerted, collective action was getting results.

It was in this context of struggle and success that AUPE launched The Alberta Way, a series of activities including summer events to talk with thousands of Albertans about their questions for politicians, television commercials, a party leaders’ debate at Convention and a website to connect Albertans with political news and provide a communications conduit to politicians and political candidates.

As Premier Jim Prentice took the reins of government and a spring election became ever more imminent, AUPE continued efforts to help members engage in the political process. Phone-banking in both by-elections and the general election allowed member-to-member contact that would reach tens of thousands of AUPE members and encourage them to vote.

Members could also access educational courses on political activism and running an electoral campaign.

The Committee on Political Action (COPA) fielded requests for both campaign donations and time-off requests for members who wanted to volunteer on political campaigns. “The enthusiasm of our members was evident right away,” said Dempsey. “Little more than a week after the election had been called, we had already maxed out requests for time off.”

Left: Volunteers at AUPE’s phone bank contacted 25,000 fellow members and urged them to vote for the candidate of their choice.

Below: The Alberta Way tour last summer got people across the province talking about politics.

No matter who is in government our members will not stop talking about the issues that matter to them, as workers and as citizens.

AUPE VP Mike Dempsey

In total, COPA approved 150 days of time off for union business for members to volunteer on political campaigns for both the Liberals and the NDP. Members

us it was a really great opportunity to see what’s involved in our political system,” said Dempsey. “They also got to take the pulse of the general population of Alberta

Politicians and parties will listen to us if they know that our members are voting and talking with Albertans about the issues that matter to us.

AUPE Executive Secretary-Treasurer Jason Heistad

could apply to take up to ten days off, allowing enough time to get trained on how to make substantial contributions to door-knocking, scrutineering and other campaign efforts.

COPA will be conducting a comprehensive review to assess this initiative, but the initial feedback has been positive. “Members who volunteered told

on such a historic occasion, which was well worth the sore feet, if you ask me!”

COPA also approved five donations of $2,000 each to AUPE members who were running as political candidates themselves—three for the NDP and two for the Liberals.

These new MLAs along with the rest of the government caucus will have plenty of

work ahead of them in the coming weeks and months, starting with crafting a new budget for the province. It will likely take time before they are able to respond to the many questions left hanging for AUPE members with the change in government.

But one thing is certain—AUPE has proved the power of democracy in action.

“No matter who is in government,” said Dempsey, “our members will not stop talking about the issues that matter to them, as workers and as citizens.”

Babcock, Goehring, Schreiner, and Sweet have an opportunity to make a difference on a larger stage, but even actions on a local level can have a huge impact. When the new MLAs were asked what advice they would give AUPE members who want to make a difference in their communities, several common threads emerged. Get involved, even if only an hour a week. Put yourself out there. Get out of your comfort zone.

Do not be afraid of failure. Work hard. And together, we can make a difference. < DIRECT IMPACT 11

Your Working MLAs The May 5 provincial election was historic. Rachel Notley became Alberta’s first-ever NDP premier, and nearly half of her caucus are women, a first in Canada. Her party’s victory also spelled the end of the 44-year-old PC dynasty, the longest in Canadian history.

It was historic for AUPE as well.

Alberta’s largest union saw four of its members elected as NDP MLAs. We’d like you to meet these four members.

12 DIRECT IMPACT

Erin Babcock MLA

Nicole Goehring MLA

Local 046

Local 006

When Erin Babcock tells you that running for election was hectic, you know it has to be true. Before being elected as the new MLA for Stony Plain, Babcock worked at the Royal Alexandra Hospital in Edmonton as a Licensed Practical Nurse.

“Any health care worker will tell you that it can be busy, and you need to have great attention to detail and be able to multitask,” Babcock said. “I think that really helped prepare me for what running for office was like.”

Polling leading up to election night showed that it would be a close race in her riding, but having the endorsement of Stan Woloshyn, the MLA for the riding between 1989 and 2004, was a real boost to her campaign. “We held a meet and greet, and Stan and his family were there. Stan was originally elected as an NDP MLA before crossing the floor to the PCs, and after I answered some tough questions from the crowd, he gave me his support. I couldn’t have been happier.”

Babcock is a member of Local 046, and believes her union experience with teamwork, advocacy, and a focus on equality will help her in her new role. “I am really looking forward to advocating for my constituency and the province of Alberta,” she said. “This is an amazing opportunity to make a difference in my community.”

Nicole Goehring watched the numbers come in on election night at home with her family, friends, and some of her campaign volunteers. She was the second person announced as an elected MLA. “I was nervous, excited, and so overwhelmed,” she said. “The whole campaign experience had been incredible, but even by election night, we weren’t entirely sure what the outcome would be.”

It was the positive community response – at the doors and with those who came out to volunteer for her campaign – that made the experience so engaging. “I could feel at the doors that people were ready for a change,” she said.

Goehring worked in Children’s Services as a Court Coordinator before the election, and knows how to advocate for people who need it. “I have worked with some of our most vulnerable Albertans, have been their voice and helped protect them. My job now is to be the voice for the people of Edmonton-Castle Downs in the Legislature.”

Attending Local 006 meetings at her worksite helped increase her awareness of unity, equality, and safety in the workplace, ideas she will bring to her role as an advocate for her constituency. “I am excited about getting to work and doing the job that my constituents elected me to do: work hard for their priorities and earn their trust every day.”

Stony Plain

Edmonton-Castle Downs

Throwing their hats in the ring Two more AUPE members also ran in the election, bringing the total number of candidates from the union to six. Both men are members of Local 003 and both ran for the Liberals. Although they didn’t get elected, they deserve recognition for standing up for their principles.

Kim Schreiner MLA

Heather Sweet MLA

Local 046 & 047

Local 006

Kim Schreiner worked in seniors care in Red Deer before the election, and knowing how to listen and gauge the moods of her residents was invaluable as she started knocking on doors for the campaign.

“Early on, I started to feel the change in people,” Schreiner said. “I was getting really positive responses all the way through, but after the leader’s debate, people were really excited about our message. It felt awesome to be a part of it.”

Rachel Notley’s campaign stop in Red Deer was a highlight for Schreiner, even if it did snow during the barbecue. “There were still about 200 people that came out!” she said. “They were just really happy to have the opportunity to spend time with us and be a part of a campaign that promised hope and change.”

Many of her skills as a Health Care Aide and Unit Clerk/Scheduler will help her be a good MLA. “As an HCA, it’s important to listen with respect and understand the individual needs of your residents. An MLA must also respectfully listen to and understand their constituents.”

Schreiner’s union experience has also given her skills she will need. “As a steward, my door was always open so that my coworkers could come to me with any issue. As an MLA, my door will always be open to my constituents. That’s the part I’m looking forward to most.”

For Heather Sweet, election night was the culmination of two years of work, as she was one of the first NDP candidates nominated.

“I love door-knocking, because I can really connect with people,” said Sweet.

“We must have been through the whole riding two or three times. I remember one home where this smart 12-year-old girl came rushing to the door. She’d seen my signs around the neighbourhood, was excited about the election, and started asking questions about politics. That reinforced for me that our politicians must be good leaders, because our children are watching.”

Sweet worked as an assessor of high-risk youth for Children’s Services before being elected. “I will miss working with our amazing youth,” she said, “but I believe that what they have taught me about working with people and connecting with a community will be wonderful skills to have as the MLA for Edmonton-Manning.”

With union experience at the chapter, local, and union levels, Sweet believes her union involvement will also stand her in good stead. “I understand the rules of order, and how legislative decisions impact working Albertans. And working as a team, especially with the diversity within our caucus, is also something I know how to do. ”

Red Deer North

Edmonton-Manning

Todd Ross Local 003 Edmonton-Castle Downs Ross is a correctional officer at the Edmonton Remand Centre.

While fellow AUPE member Nicole Goehring won in the riding, Ross was satisfied with the results. “I didn’t like the fact that I was running against a union sister,” he said, “but knowing one of us won feels really, really good.”

William West Local 003 Lethbridge-East

West, a peace officer in Commercial Vehicle Enforcement in Lethbridge, recalls the candidate training provided by AUPE as instrumental in preparing him for the campaign. “I met a lot of great Albertans over those 28 days,” he said. “The experience is something I will always remember.”

DIRECT IMPACT 13

SAVE THE DATE

OCTOBER 22, 23 & 24 AUPE CONVENTION 2015 www.aupe.org 14 DIRECT IMPACT

Steward sn Notes VOL. 8 • ISSUE 3 • SUMMER 2015

Attendance management Unions will challenge some aspects of these new policies, but stewards should remind members that “innocent absenteeism” could be grounds for dismissal

by Merryn Edwards Communications Staff

Major employers including the Solicitor General, Alberta Health Services (AHS) and the Good Samaritan Society have recently adopted attendance and disability management programs.

For Solicitor General, the attempt to establish acceptable levels of absenteeism represents a departure from the previous practice of shining a light on absences only when they fell above the average level for the bargaining unit.

AHS has also established a process whereby employees who exceed a certain number of days absent will move through a process of receiving “informal” and “formal” letters and reminders that a failure to improve attendance could lead to dismissal.

Yet despite formalizing attendance management processes, these employers STEWARD NOTES 1

sn insist that such letters are nondisciplinary. Since they are explicitly referring to “non-culpable absenteeism,” AHS also insists that the letters will not be removed from personnel files. AHS defines “non-culpable absenteeism” as “absences for reasons where blame or fault is not an issue. It is a legitimate, innocent absence that is usually beyond the control of the employee.”

Some areas of these new policies are more contentious than others, and AUPE will continue to review the full range of legal options in responding to them. For example, AHS’s plan to limit temporary medical accommodations to six months (after which time they would automatically either be considered undue hardship or become a permanent accommodation) may well constitute discrimination on the basis of disability.

However, there are precedents for upholding dismissals for “innocent absenteeism.” In one case where a dismissal was upheld, the arbitrator outlined the test criteria to determine if an employer was justified in dismissing an employee for “excessive innocent absenteeism:” “1) was the absenteeism excessive; 2) was the employee warned that his or her

Some areas of these new policies are more contentious than others, and AUPE will continue to review the full range of legal options in responding to them.

absence could result in discharge; 3) was there a positive prognosis for regular future attendance at the time of dismissal; and 4) if the absenteeism was caused by illness or disability, did the employer attempt to accommodate the employee up to the point of undue hardship prior to dismissal.”

Steward workshop registration deadline The deadline to register for AUPE’s fall regional union steward workshops is fast approaching.

The one-day workshops offer stewards an opportunity to improve and upgrade their skills, get up to date on current and emerging labour relations issues and to network with other AUPE stewards in your part of the province.

The deadline to register is Aug. 14, 2015. All active stewards registered in AUPE’s database are eligible to attend the workshop in their region. They were sent a registration form in the spring, but any steward who did not receive one or has any questions can contact Gil Laflamme, Union Representative, Special Projects at: g.laflamme@aupe.org.

2 STEWARD NOTES

Stewards should remind members that paid sick days are not a benefit under the collective agreement like vacation, but a right to protect those who are ill.

When absences are due to legitimate medical reasons, stewards can help their members to protect themselves by communicating clearly and providing proper documentation. Your MSO is also available to assist.

If absences are due to recurring medical concerns, members should be encouraged to bring their job description to their doctor. If there is reason to believe short or long-term disability leave or accommodation may be necessary, it is better to identify that as soon as possible.

Employees who may be trying to attend work despite ongoing medical concerns could find themselves under scrutiny as the number of “separate occurrences” begin to pile up.

When supporting members whose absences have triggered letters or other measures under attendance management programs, being able to establish that the attendance record can be improved is essential to avoiding termination or other forms of discipline. <

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sn

From isolation to inclusion Reaching union members who don’t work in traditional worksites presents specific challenges

by Merryn Edwards Communications Staff

If your workplace is a remote Alberta highway or a home care patient’s private residence, many of the tactics of union communication and mobilization just won’t work for you. Posters in the lunchroom, break time or shift end meetings, “support your committee” button-wearing days—strategies and tactics like these only work in facilities where larger groups of members are concentrated.

AUPE recently welcomed two sizable new groups who rarely, if ever, come together in large groups with their coworkers: approximately 400 home

care workers employed by CBI Home Health in Edmonton and another 400 highway maintenance workers employed throughout the province by Carillion.

The snowplough operators, skilled tradespeople and other highway maintenance employees of Carillion in Alberta are spread out over vast geographical distances, since the company is responsible for maintaining most highways throughout the eastern half of the province, from the northern to the southern borders of Alberta.

While CBI Home Health home care workers in Edmonton may not be as

geographically dispersed, they are arguably even more isolated since they may be dispatched directly to a client’s home and may never have occasion to meet their coworkers.

Fortunately, AUPE already has many ways for isolated workers to connect to the broader union. Through the toll-free number (1-800-232-7284), members from all over Alberta can reach the Member Resource Centre with their questions or concerns. And of course, Direct Impact reaches all AUPE members four times a year.

Online resources including AUPE’s website (www.aupe.org), the AUPE app for mobile devices, the online version of Direct Impact (available through Issuu.com) and AUPE’s Facebook and Twitter accounts are excellent ways to stay connected to the broader union and engage with other members. But the most effective way members can stay connected is providing their email address.

Nevertheless, mobilizing for bargaining presents particular challenges when pre-existing networks amongst coworkers just aren’t there, so stewards and other union representatives will have to come up with innovative solutions.

For example, Carillion members have nominated one member from each area to participate in bargaining. Although not all of these nominees will sit on the bargaining committee, they will play an important role in making sure that specific regional concerns are represented and information channels remain open to all workers during bargaining.

Another innovation tailored to CBI workers, the majority of whom work two or more part-time jobs, was a day-long Info Fair, where new members could drop in and visit a variety of booths including Occupational Health and Safety, Negotiations, and AUPE Communications and Campaigns in order to learn more about the union they had voted to join.

It may take a little extra work to reach out to isolated groups of workers, but they have so much to gain from experiencing the strength in numbers that comes with belonging to AUPE. We all benefit when each member can move from isolation to inclusion. < STEWARD NOTES 3

Steward Notes is published by the Alberta Union of Provincial Employees to provide information of technical interest to AUPE Union Stewards, worksite contacts and other members. Topics deal with training for union activists, worksite issues, disputes and arbitrations, health and safety, trends in labour law, bargaining and related material.

For more information, contact the editor.

President Guy Smith

Learning Changing Growing AUPEâ&#x20AC;&#x2122;s core course scheduling has changed to serve you better AUPE has streamlined the core course scheduling process to make getting your union education easier. Our new process makes our core courses more convenient, flexible and most importantly reliable.

Now the courses will be offered as soon as enough people are registered to take them, with the most convenient location chosen based on where the majority of registrants live.

Any member can take the Introduction to your Union and Contract Interpretation courses.

Other courses are reserved for Union Stewards and Officers.

To take your union education further: 1) Go online. www.aupe.org/memberresources/education/ 2) Choose. Find a course.

3) Register. Call 1-800-232-7284 and ask to speak with the course registration desk.

4) Confirm. Once a course has met the required numbers, a location will be chosen based on the postal codes of registered members and you will be contacted with the date and location.

4 STEWARD NOTES

Executive Secretary-Treasurer Jason Heistad Vice-Presidents Mike Dempsey Erez Raz Carrie-Lynn Rusznak Glen Scott Susan Slade Karen Weiers Executive Director Carl Soderstrom Managing Editor Mark Wells m.wells@aupe.org Editor Andrew Hanon a.hanon@aupe.org Writer Merryn Edwards m.edwards@aupe.org Design Jon Olsen The goal of Steward Notes is to help todayâ&#x20AC;&#x2122;s AUPE Union Stewards do their jobs effectively. To help us, we encourage readers to submit story ideas that deserve exposure among all AUPE stewards.

Story suggestions for Steward Notes may be submitted for consideration to Communications Staff Writer Merryn Edwards by e-mail at m.edwards@aupe.org or by mail. Please include names and contact information for yourself and potential story sources.

Alberta Union of Provincial Employees 10451 - 170 Street NW Edmonton, AB T5P 4S7 T: 1-800-232-7284 F: (780) 930-3392 info@aupe.org www.aupe.org

STRESS TEST AUPE partners with academic researchers to investigate alarming level of workplace violence and its effects on members in Human Services

by Andrew Hanon Communications Staff DIRECT IMPACT 15

U

nder the surface of Anna’s business-like tone, there’s a faint edge of pain in her voice.

“Cigarette burns, broken bones, brain damage and even death,” the veteran child protection worker says, rattling off a catalogue of horrors like it was a daily appointment list.

It’s Anna’s job to investigate allegations of child abuse and neglect. “We are often at the same crime scenes that police attend. Nobody seems to acknowledge it, but we’re first responders, too.”

She pauses, collecting herself, before adding quietly, “But two cases really put me over the edge.”

She won’t go into detail, but says one case involved a young child who had been “horrifically assaulted for the second time in their life.” The second was a three-monthold who had been so viciously battered that the infant had to be airlifted to hospital.

“For years I had been plugging along, but it seemed they were the tipping point.

Suddenly it became almost impossible to do my job,” Anna says. “We can go for years seeing these kinds of things, and you just find a way to carry on until one day you just can’t do it any more.”

But that was only one part of the emotional toll her job exacted. She’s been screamed at by family members, shoved, threatened with violence and had objects thrown at her.

“And now with social media, we can even be harassed and abused online,” she adds. “You might not even be on Facebook yourself, and then you find out there’s an ‘I hate so-and-so’ page.”

For Debbie, another Human Services worker in a different position, the abuse she suffered was at the hands of her supervisor.

For years her boss routinely belittled and undercut her. She was given directions that were contrary to regular procedure and then thrown under the bus when senior management found out.

16 DIRECT IMPACT

Editor’s note: Front-line workers in this story are given pseudonyms to protect confidentiality.

“My supervisor simply wasn’t very skilled,” Debbie explains, “and it seemed they singled out certain people to blame when things went wrong.”

In front of coworkers, her boss would tell Debbie she wasn’t cut out for this line of work and berate her for “mistakes” that they had ordered her to do.

Debbie recalls talking to another senior staff member about how she was treated by her boss. Her colleague then told the supervisor what Debbie had said.

“The supervisor called me into their office and started talking, but was making no sense.

They asked me questions about my dreams and goals. When I asked what they were going on about, they stuck a finger in my face and said, ‘I know what you said about me and if it ever happens again I will write you up.

Now get the hell out of my office.’”

Debbie sighs and says, “That kind of treatment was common. I had no selfworth or self-esteem at work. I became

a basket case, emotional all the time.

I was always getting headaches. I had unexplainable fear. I began to doubt myself in every aspect of my life.”

Eventually, her boss’s superiors recognized the dysfunction at Debbie’s worksite and removed the supervisor, but for her the damage was already done.

Debbie was diagnosed with Post-Traumatic Stress Disorder and spent months on antianxiety and antidepressant medication.

Both Anna and Debbie were off work for extended periods of time.

“It didn’t just affect me,” Debbie says.

“It affects our ability to serve our clients, it increases the pressure on our coworkers and our families suffer, too. It has an impact on everyone around us.”

Ground-breaking research

Talk to any Human Services worker and you will hear similar stories.

Nearly everyone in the field has either

experienced soul-crushing stress or knows someone who has.

“It’s an incredibly demanding line of work,” said AUPE Vice-President Susan Slade. “Our members in this sector do a fantastic job of trying to improve the lives of vulnerable Albertans and the system needs to ensure the workers delivering those services are in as safe an environment as possible.”

That’s why AUPE has partnered with researchers in the social work departments at the University of Calgary, University of Toronto and Florida Atlantic University to study workplace violence in Human Services.

“It’s really ground-breaking research that will extend well beyond the local context,” said Dr. David Nicholas of the University of Calgary. “We are aware of (workplace violence in Human Services), but there is a lack of evidence-based solutions for preventing it.”

Nicholas said the idea for the study evolved from earlier research that the U of C and AUPE conducted on stress and workloads among Local 006 members. While talking to members, the issues of violence, abuse and threats of violence kept coming up.

Dr. Michael Shier of the U of T’s Factor-Inwentash Faculty of Social Work said, “There are very clear psychological aspects to violence. For this study we’re looking at a range of things including acts of actual physical violence, but also bullying, yelling, false allegations, threats and indirect violence.”

He characterized indirect violence as exposure to violence perpetrated on others.

“Constant exposure to the traumatic experiences of service users clearly has an effect on (Human Services workers).”

AUPE Occupational Health and Safety Rep Dennis Malayko said the Alberta government has been very supportive of the initiative, and will allow the researchers access to participating AUPE members during their regular work hours.

“They recognize that it’s a significant issue,” Malayko said. “Ultimately, this research will yield concrete recommendations for improving conditions.”

Our members in this sector do a fantastic job of trying to improve the lives of vulnerable Albertans and the system needs to ensure the workers delivering those services are in as safe an environment as possible.

AUPE VP Susan Slade

The study will include members of Local 006, but also members of Locals 001 and 002 working in Human Services offices, who can also be exposed to many of the same conditions and situations.

It will be conducted over two years, with information being collected in two phases. In the first, participants will be recruited for extensive interviews (all personal information will be kept strictly confidential). In the second, the information gathered in the interviews will be used to develop a questionnaire that all front-line Human Services workers will be asked to fill out.

Once the questionnaire and interview data are collected, a full report with recommendations for improving conditions and minimizing risk will be presented to the government.

The team, guided by Nicholas, Shier and FAU’s Dr. John Graham, will spend the coming months laying groundwork. They hope to begin their research sometime in the fall.

“I’m really looking forward to seeing the results of this study,” says Local 006 Chair Melanie Metcalf. “These issues profoundly affect our members, but they also have an impact on our clients and the services they receive. That, in turn, has an impact on all Albertans.”

“This is exciting because it isn’t just research for research’s sake,” said Nicholas. “We will be able to make recommendations for real change. There’s no question that in recent years there’s been increased interest in this issue, and this research could lay the groundwork for other sectors of government service and even health care.” <

THE RESEARCH TEAM Dr. David Nicholas phd rsw has a background in psychosocial outcome and intervention research related to children and families affected by illness and disability. Nicholas’ experience ranges from qualitative and mixed method research approaches, to graduate-level teaching. He brings an extensive clinical and administrative background in the fields of social work and health.

Micheal L. Shier phd msw is an Assistant Professor at the Factor-Inwentash Faculty of Social Work, University of Toronto. Shier has several years of research experience, employing qualitative, quantitative, mixedmethods, and participatory methods of inquiry, and nearly a decade of experience working in the nonprofit sector in community mental health services in Alberta.

John Graham phd ma msw is a Professor and the Director of the Social Work School at Florida Atlantic University.

Formerly of the University of Calgary, Graham served as Murray Fraser Professor of Community Economic Development. He has published over 100 journal articles, 51 book chapters, and is completing his ninth book.

DIRECT IMPACT 17

LABOUR NEWS

Fighting for peace of mind Tragedy drives home the need for better OH&S in corrections facilities When Correctional Peace Officer Jeff Duncan took his own life last Mother’s Day, the tragedy drew public attention to the working conditions of corrections workers across the province.

Duncan had been struggling with Post-Traumatic Stress Disorder after a vicious attack by an inmate in September, 2013. The inmate was attempting to hang himself in his cell and when Duncan tried to save him, the prisoner turned on his rescuer. Some of Duncan’s colleagues believe it was a planned ambush.

At the time of his death, he was one of a half-dozen CPOs from Red Deer who were off work due to stress and trauma on the job. They had formed a loosely-knit support group. Among them, two had been assaulted; one had to get between an inmate and a rival who had stabbed his fellow prisoner nine times. Another was supervising a unit when a riot erupted.

In an interview with CBC, Duncan’s

widow described the dangerous, tense environment that CPOs face every shift in the Red Deer Remand.

“These are the murderers, the pedophiles — anyone who is bad in society is going there — and they are going straight off the street so they are still being affected from all of the drugs and alcohol they are on. They have nothing to lose,” Michelle Duncan said.

“Jeff was my friend,” said one member of the support group. “We had known each other enough to say hi at work, but as we supported each other through this awful process, we became very close. If you haven’t suffered Post-Traumatic Stress Disorder, it’s very hard to understand what they’re going through. We could all relate to each other. That alone was a big help.”

The CPO, whose name is not being used, said that months after his traumatic experience, he began having flashbacks and panic attacks. He became depressed, suicidal and reclusive.

A DAY OF MOURNING

The AUPE honour guard, OH&S committee and dignitaries are led by a piper out of the International Day of Mourning ceremony at headquarters on April 28.

18 DIRECT IMPACT

“I was angry all the time,” he recalls. “I couldn’t trust anyone. I ended up sitting alone in my garage for about six months.”

He was in counseling for 12 weeks, where, as he described it, “I learned how to deal with the nightmares and memories. I still get that stuff, but I’m better equipped to handle it now.”

The group used their personal experiences to develop a set of recommendations to improve safety on the worksite and services for CPOs who’ve suffered trauma on the job.

“I really commend these members,” said AUPE occupational health and safety rep Dennis Malayko. “First off, for their commitment to their jobs and their coworkers. And second, for their willingness to push for change to improve on-the-job safety.”

Malayko said the situation at the Red Deer Remand is likely “the tip of the iceberg. Throughout the provincial corrections system, we see the impact that dangerous and stressful working conditions have on the staff. AUPE and Local 003 are working to fix these problems.”

Among other things, the group wants CPOs to be included in the group of first-responders where the WCB considers PTSD to be a “presumptive illness” (as with police officers and firefighters). That will ensure faster and more comprehensive access to support and treatment.

They’re also calling for improved safety practices, training and better accommodation standards to ease PTSD victims back to full duty. As well, they want the Solicitor General’s department to establish an outside audit team to review compliance issues and review hazard assessments.

When something does go wrong, the group is calling for better critical incident debriefing for staff. They also want Sol Gen to work to eliminate the stigma of PTSD on the worksite, where affected CPOs feel they’re seen as “damaged goods.”

“They’ve clearly done their homework,” said Malayko. “They’ve all suffered tremendously but now they’re trying to use their experience to improve working conditions for others. AUPE is working with them to improve safety and support.” <

LABOUR NEWS

Notley government reverses CYOC closure decision It’s strangely fitting that one of the first acts by the new Notley government was to correct a bad choice made by the Prentice Tories in, ahem, corrections.

In March, just days before then-premier Jim Prentice called the provincial election, staff at the Calgary Young Offenders Centre and Calgary’s Maintenance Enforcement Program office were informed that the facilities were being shut down.

Youth incarcerated at CYOC were to be housed 300 km away in Edmonton and the centre would be reduced to a holding and processing facility. Meanwhile, the Calgary MEP closure would reduce by one-third the number of investigators tracking down delinquent spouses and non-custodial parents.

In all, nearly 50 jobs would be axed. At CYOC, 35 front-line positions (Local 003 members) and nine non-union positions would be eliminated, while at the MEP office, five investigators and two support staff would be cut.

“Both decisions were very shortsighted,” said Vice-President Erez Raz. “At the time, then-solicitor general Jonathan Denis said they were cost-saving measures, but it was

clear to a lot of people that in the long run it would do more harm than good.”

Within days a broad coalition of southern Albertans came together to fight the closure of CYOC, including families, lawyers, youth workers and Local 003 members.

The group held public demonstrations and used social media to pressure the government to keep the centre open.

“It was clear to a lot of people that moving these troubled kids away from their support networks would do nothing help rehabilitate them,” said Raz. “In fact, it would probably make it more difficult.”

Within days of the May 5 election, however, the new NDP government announced it would review the closures and decide whether it made sense to go through with them.

On May 30, CYOC staff were informed their facility will remain open and it would continue to keep southern Alberta young offenders close to their families and communities.

It was reassuring to see the government acknowledge the role the facility plays in rehabilitating troubled teens.

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AUPE VP Erez Raz

“This is good news for all southern Albertans,” said Raz. “It was reassuring to see the government acknowledge the role the facility plays in rehabilitating troubled teens.”

The review of the planned maintenance enforcement office closure was extended to the end of June.< DIRECT IMPACT 19

LABOUR NEWS

Court rules in favour of working Albertans Queen’s Bench justice rules that province’s labour laws violate Charter of Rights, orders offending provisions be rewritten For years, AUPE and other public-sector unions have struggled to reform the province’s discriminatory and outdated labour legislation, but successive Tory premiers have steadfastly ignored them.

But all that changed on April 1 when, in a legal challenge brought forward by AUPE, the Alberta Court of Queen’s Bench ruled that two provincial labour laws violate the Charter of Rights and gave the government one year to fix them.

Justice D.R.G. Thomas ruled that Section 96 of the Alberta Labour Relations Code and Section 70 of the Public Service Employee Relations Act – both of which deny the right to strike to tens of thousands of public-sector workers – violate the Charter. He gave the government until April 1, 2016 to rewrite the offending sections.

The NDP were elected on a labour-friendly platform, so I’m hopeful that they’ll make changes that are balanced, fair and reflect the interests of working Albertans.

AUPE VP Carrie-Lynn Rusznak

“This has been a long time coming,” said Vice-President Glen Scott, who worked on AUPE’s Change the Law campaign nearly a decade ago. “We’ll have to wait and see what changes the government proposes, but just having the acknowledgement that thousands 20 DIRECT IMPACT

of Alberta workers were denied their fundamental rights is a significant victory.”

The ruling came down days before then-premier Jim Prentice called the fateful spring election that saw voters reject the 44-year-old Tory dynasty. Now it’s up to Rachel Notley’s brand-new NDP government to rewrite the labour laws.

“The NDP were elected on a labourfriendly platform,” noted Vice-President Carrie-Lynn Rusznak, “so I’m hopeful that they’ll make changes that are balanced, fair and reflect the interests of working Albertans. AUPE will follow developments very closely on this critically important issue.”

PSERA was enacted by the Lougheed government in the 1970s. It denied Government of Alberta employees the right to strike, but as a trade-off guaranteed them binding arbitration to settle contract disputes. However, significant collective bargaining issues, such as pensions, were excluded from the arbitration process.

Likewise, provisions in the Labour Relations Code denied wide swaths of other public-sector workers, such as those in health-care, the right to strike.

The Alberta Court of Queens Bench decision comes in the wake of a January Supreme Court of Canada ruling that struck down essential-services legislation

LABOUR PROTECTIONS

Having the acknowledgement that thousands of Albertan workers were denied their fundamental rights is a significant victory.

AUPE VP Glen Scott

in Saskatchewan, which severely limited public employees’ right to strike. In that case, AUPE’s legal counsel Patrick Nugent argued in support of the Saskatchewan Federation of Labour, which had challenged that province’s laws.

“The Saskatchewan ruling brought into question Alberta’s legislation,” Nugent said at the time. “The Alberta Court’s ruling recognizes that Alberta’s broad prohibitions on the right to strike of public sector employees could not stand.”

AUPE had challenged the Labour Relations Code and PSERA provisions in the context of its challenge to Bill 45, the Public Sector Services Continuation Act, which restricted Albertans’ freedom of association and imposed draconian fines on anyone connected with an illegal strike. The repeal of Bill 45 in late 2014 left only the issue of the no-strike provisions to be addressed and those have now been struck down. <

WORKERS IN OTHER PARTS OF CANADA ENJOY LABOUR LAWS THAT ALBERTANS CONTINUE TO STRUGGLE FOR.

AUTOMATIC CERTIFICATION

FIRST CONTRACT ARBITRATION

COMPULSORY DUES CHECK-OFF

BAN ON SCAB WORKERS

JURISDICTIONS

JURISDICTIONS

JURISDICTIONS

JURISDICTIONS

HOW IT WORKS

HOW IT WORKS

HOW IT WORKS

Federal & 6 provinces

When a predetermined number (amount varies) of workers sign union cards certification is automatic

Federal & 4 provinces

Instead of negotiated first contracts, arbitration is automatic

Federal & 4 provinces

Employers are required by law to collect dues and remit them to the union

2 provinces

HOW IT WORKS

Employers are not allowed to bring in replacement workers during strike or lockout

LABOUR NEWS

STAY INFORMED SAVE PAPER UPDATE YOUR EMAIL TODAY UPDATE YOUR INFO AT www.aupe.org/update-me

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Exclusive deals for AUPE members AUPE members save on everything from fuel to fitness classes to financial products. www.aupe.org/discounts

AUPE welcomes 400 Carillion highway maintenance workers Approximately 400 highway maintenance workers employed by Carillion across Alberta became members of AUPE in April.

“We are pleased to welcome these workers into AUPE,” said AUPE Executive Secretary-Treasurer Jason Heistad. “Their work to maintain Alberta highways is of vital importance, and I congratulate them on coming together to have a voice at work.”

Toronto-based Carillion is one of five highway maintenance companies contracted to care for Alberta highways.

The company is responsible for maintaining most highways throughout the eastern half of the province, from the northern to the southern borders of Alberta.

The remote locations and vast geographical distances between work locations was no small obstacle for the organizing drive, but the workers were determined. “They want to have a say about their working conditions at the bargaining table instead of seeing all the decisions come down from Toronto,” said AUPE Staff Organizer Dave Malka.

The decision to join AUPE was confirmed by votes of Carillion snow plough operators, skilled trades workers and other highway maintenance employees throughout Alberta during the last week of March. The Alberta Labour

Relations Board confirmed the vote results on April 2.

“This vote was a homecoming of sorts, since highway maintenance workers used to be AUPE members before the work was contracted out during the Klein era,” said Heistad. “We will continue to work with other highway maintenance workers who want to access the protection and benefits of joining AUPE.” Now that the vote is complete, the focus for Carillion workers is on bargaining and connecting the small regional groups of workers with the broader union. “We want to make sure at least one person from each shop is exposed to some union education,” said Malka. “That way we will ensure specific regional concerns are represented while also helping each group see how they fit into the bigger picture of Carillion and AUPE overall.”

Preparation for bargaining a first collective agreement is already underway.

“I look forward to seeing how the concerns and priorities that motivated Carillion workers to organize will take shape through bargaining,” said Heistad.

Although Carillion workers do not yet have a collective agreement, it is important to remember that they can still contact AUPE with any questions or concerns they may have by calling the Member Resource Centre at 1-800-232-7284. < DIRECT IMPACT 21

LABOUR NEWS

Stalled bargaining leads staff to take action at AgeCare The temperature is not the only thing heating up as summer moves along.

Collective bargaining for hundreds of staff at three for-profit AgeCare facilities around the province is stalled, leading workers to hold rallies in their communities and to launch the “Take A Stand” campaign, which urges the employer to return to good faith bargaining.

About 350 staff at Sunrise Garden in Brooks, Sagewood in Strathmore and Beverly Centre Glenmore in Calgary are affected by months of employer delay.

“We’ve been pushing to get these employees a fair first collective agreement but the employer continues to stall bargaining,” said AUPE negotiator John Wevers.

“AgeCare has cancelled bargaining dates, failed to disclose information relevant to bargaining, has outright refused to negotiate compensation and tabled proposals that fall short of other AgeCare agreements.”

AUPE applied for mediation with the Alberta Labour Relations Board.

Despite the stalemate, around 200 nursing staff at AgeCare Walden Heights in Calgary voted to join AUPE in May, bringing the total number of AgeCare sites represented by the union to six.

One of those sites is Columbia in Lethbridge. A fair contract was reached last August, which saw increases of 2.5 per cent retroactive to April 2013, and 3 per cent each year until the contract expires in March 2017.

“If a fair agreement can be reached at Columbia, there is no reason ones can’t be reached at other AgeCare sites. These employees provide quality care to seniors at each and every worksite. They deserve to be treated equally and compensated properly,” said Wevers.

AgeCare is a private, for-profit seniors care and health care provider that operates in Alberta, British Columbia and Ontario.< 22 DIRECT IMPACT

Putting seniors first AUPE film tour stimulates much needed discussion on Alberta’s seniors care crisis “I don’t know if AUPE was very smart or just very lucky.”

Speaking as a panelist during a screening in Lethbridge, Noel Sommerville, Chair of Public Interest Alberta’s Seniors Task Force, was referring to the timing of the film tour of Numbers on a Page: The Seniors Care Crisis in Alberta, which coincided with a spring provincial election campaign.

The film first premiered in Edmonton in February, and although the AntiPrivatization Committee had planned the film tour long before the election date was known, the timing for the tour helped put seniors issues on the minds of voters.

Screenings in late March and early April held in Red Deer, Calgary, Grande Prairie, Peace River, Lethbridge and Medicine Hat drew crowds of concerned citizens eager to shed light on the problems in Alberta’s seniors care system. Afterward, the audience members had a chance to ask questions of a panel of dedicated seniors care advocates.

The film has also been made available to AUPE members and other community organizations, who can book a screening at PutSeniorsFirst.com.

As of publication, there have been twelve screenings at various AUPE local and chapter meetings (including one at Labour School), and community organizations including various chapters of the Alberta Council on Aging and Seniors United Now, the Alberta Retired Teachers

“The response to this film proved to us that we have hit on an issue of great importance to Albertans across this province,” said AUPE Vice-President and Chair of the Anti-Privatization Committee Karen Weiers.

“Audience members spoke passionately about their own experiences and were so grateful that we were helping to shine a light on the crisis in our seniors care system.”

While it will certainly take time for the dust to

The response to this film proved to us that we have hit on an issue of great importance to Albertans across this province.

AUPE VP Karen Weiers Association, the Seniors Action and Liaison Team, the Canadian Federation of University Women, the Retired Members Association of the Plumbers and Pipefitters Local 488 and the Confederation 55+ Activity Centre have arranged for their members to see the film.

settle after a dramatic change in government, AUPE is committed to maintaining a focus on advocating for quality seniors care for all Albertans. “We are eager to make contact with the new Health Minister and make sure that we don’t just have business as usual in seniors care,” said Weiers. <

Together, we’re changing politics The 2015 provincial election was a turning point in Alberta’ history, and AUPE members played a significant part in it. Your Executive, pictured here, congratulates the thousands of members who stepped up and got involved in the electoral process through supporting the candidates of their choice, volunteering on campaigns and most importantly of all, by getting out and voting.

Together, we’re changing politics.

From left to right: Guy Smith President, Karen Weiers Vice-President, Glen Scott Vice-President, Jason Heistad Executive Secretary-Treasurer, Erez Raz Vice-President, Carrie-Lynn Rusznak Vice-President, Susan Slade Vice-President, Mike Dempsey Vice-President

AUPE MEMBER RESOURCE CENTRE

ONE NUMBER HELPING 85,000 MEMBERS If you’ve called AUPE lately, you already know the benefits of our new Member Resource Centre. A team connects you with the services you need faster than ever. Most requests can be handled the minute we pick up your call. Have a complex issue? The next time you call, our new technology will allow us to pick up the conversation the same place it ended.

1-800-232-7284 DIRECT IMPACT 23

Local 071/014

Red Deer College: Agreement ratified

LABOUR RELATIONS BRIEFS MARCH 1 - MAY 25, 2015

Local 048/031

AgeCare Walden Heights: Employees join AUPE

Following a worksite vote held May 12 and 13, 200 nursing staff at AgeCare’s Walden Heights seniors care centre in Calgary joined AUPE. The staff at Walden Heights join approximately 400 AgeCare seniors care workers at five facilities throughout southern Alberta, bringing more strength in numbers to realize the workers’ goal for a fair agreement.

Local 048/008, 009, 010

Carewest GSS: Application for mediation

GSS employees at three Carewest sites are headed for mediation after bargaining with the employer broke down after only a few hours on May 8.

The employer would not accept language changes on a variety of important items, and also tabled wage freezes and no other monetary improvements for three years.

Local 071/011

Bow Valley College: Agreement ratified

Over 270 support staff at Bow Valley College in Calgary have a new collective agreement, reached with the help of a mediator, after a worksite vote in late March.

The three-year agreement, retroactive to July 1, 2013, includes a retroactive, $1,350 lump sum payment for the first year, a 2.25-per-cent wage increase retroactive to July 1, 2014 and a two-per-cent increase on July 1, 2015.

24 DIRECT IMPACT

A new agreement is now in place for Red Deer College support staff after they ratified it in a worksite vote at the end of March.

The three-year agreement, retroactive to July 1, 2013, includes a retroactive, $1,550 lump sum payment for the first year, a two-per-cent wage increase retroactive to July 1, 2014 and a 2.25-per-cent increase on July 1, 2015.

AUPE represents over 300 support staff at the college.

Local 071/008

Grande Prairie Regional College: Agreement ratified

Members at GPRC’s Fairview Campus ratified a new agreement at the end of March, which reflected the pattern of previous settlements in the sector.

The four-year agreement, retroactive to July 1, 2013, includes a retroactive, $1,200 lump sum payment for the first year, a two-per-cent wage increase retroactive to July 1, 2014, a 2.25-percent increase on July 1, 2015 and a 2.5-per-cent increase on July 1, 2016.

Fairview is located approximately 560 kilometres northwest of Edmonton.

AUPE represents approximately 60 support staff at the campus.

Highlights of the agreement include a zero per cent wage increase in the first year, a retroactive 2.5 per cent increase in July 2014 and a 2.5-per-cent increase in July 2015, as well as improvements to shift premiums and health benefits.

Local 041/001 Raymond Health Centre: Employees join AUPE

Employees at the last AHS ANC worksite without union representation – Raymond Health Centre – joined AUPE following a worksite vote March 13.

The workers decided to join the union as increased government cuts and closures left them feeling vulnerable to the whims of the employer. Sites without union representation in 2002 were grandfathered into legislation that designated one bargaining unit for all public health employees Raymond is located approximately 40 kilometres southwest of Lethbridge.

Local 071/010 Norquest College: Agreement reached

Employees at Points West Living in Cold Lake joined AUPE following a worksite vote on March 19.

Both nursing and support workers at the facility – over 40 in number – join Points West Living employees from Vegreville as AUPE members.

Cold Lake is located approximately 300 kilometres northeast of Edmonton.

Employees at Norquest College voted in favour of a mediator’s recommended settlement on March 6, finally closing a long negotiation process for the chapter.

The agreement, retroactive to 2012, includes a lump sum payment of $1,500 prorated for part time and casual employees for 2013, fully retroactive two per cent increases for 2012 and 2014, a 2.25 per cent increase for 2015, and a 2.5 per cent increase for 2016.

Other highlights include improvements to vacation, family illness leave, and special leave.

AUPE represents more than 260 administrative and other professional staff at the Edmonton post-secondary institution.

Local 071/001

Local 049

Local 047/010

Points West Living Cold Lake: Employees join AUPE

Lethbridge College: Agreement reached

Nearly 400 support staff at Lethbridge College ratified a new collective agreement on March 18.

The agreement, retroactive to July 2013, reflects previous settlements in Alberta’s post-secondary sector.

Capital Care Group: Application for mediation

The bargaining committee for the employees of Capital Care Group filed for mediation after bargaining with their employer broke down on Feb. 26, the first day of bargaining.

THIRTY

ALBERTA UNION OF PROVINCIAL EMPLOYEES

NINTH ANNUAL

CONVENTION

AUPE ELECTIONS CANDIDATE STATEMENT DEADLINE

AUGUST 10

As 2015 is an AUPE election year, Convention delegates will vote to elect the union’s eight-member Executive Committee, which consists of: President, Executive Secretary-Treasurer and six Vice-Presidents.

Top left: Members of Local 118 at the final AGM of the spring, held at headquarters on May 29.

Top right: Members in Locals 001, 003, 006, 056 and 071 held a joint AGM in High Prairie.

Bottom: Terrie Wispinski (centre) was the 2015 Dove Award winner. DOVE stands for Day Of Validation and Equity and is awarded annually by the AUPE Women’s Committee to a female member who has made a significant contribution to the betterment of women in the union.

Despite signing off on a limited number of items, the employer refused to consider language changes on a variety of important items, and also tabled wage freezes for three years.

The committee felt they had no choice but to file for mediation.

AUPE represents almost 1,500 members at six seniors residences operated by Capital Care Group in the Edmonton area.

Local 057/013

Bentley Care Centre: Support workers join AUPE

Former David Thompson Health Region employees at the Bentley Care Centre joined AUPE in a worksite vote Feb. 24.

The members join ongoing negotiations for the AHS General Support Services agreement. Bentley is located approximately 40 kilometres northeast of Red Deer.

Candidates for election to the Executive Committee who wish to place a statement in the pre-Convention edition of Direct Impact and on AUPE’s website must provide a deposit of $100, which must be paid to AUPE by Aug. 10, 2015. The cheque should be made out to AUPE. This sum will be refunded upon their acceptance of nomination at Convention.

Statement Deadline: August 10, 2015.

Late submissions will not be printed in Direct Impact. $100 refundable deposit must be paid before the August 10 deadline.

Submissions must be 500 words or less.

Email submissions to editor@aupe.org DIRECT IMPACT 25

SPOTLIGHT ON FINANCE FROM EXECUTIVE SECRETARY-TREASURER JASON HEISTAD

A

nother two months have passed, and what a couple of months they have been! Just as we could celebrate passing the milestone of 85,000 members strong, the NDP wave swept across our province; which ended a 44-year dynasty and resulted in a landslide majority. Many of our brothers and sisters were involved, and some are now representatives in the legislature. We all look forward to seeing what develops in the coming months.

For this issue, I am shining the Spotlight on Finance in two directions: the first is our new barbeque.

We can now serve from 25 to more than 150 people. If you have a Local or Chapter event coming up and would like to have the barbeque there, please call headquarters at 1-800-232-7284 and ask to

speak to Katie Harlton. The Local/Chapter supplies the food, the barbeque will be operated at Headquarters expense.

The other area that I am highlighting is Members’ Benefits - Members helping Members.

Despite the security of collective agreements, any one of us could be faced with an emergency and fall into financial distress.

Here at AUPE, we help our Brothers and Sisters in times of need. Last year, we received over 400 applications and provided over $450,000 in assistance. If you find yourself in need, please contact your Membership Services Officer. Not sure who that is? Call the AUPE Resource Center at 1-800-232-7284.

An agent will be happy to put you in touch.

We also provide scholarships for Members and their dependent children.

Last year, we had almost 100 applications and over $75,000 was given out. Check out our website at http://www.aupe. org/member-resources/scholarships/ for more information and to print out an application. Original application packages must be mailed to, or dropped off at, Headquarters by July 16, 2015.

Our Benevolence and Education Funds have grown to over $10 million, and have provided income of over $1.5 million over the last seven years. We should all be proud that the Members’ Benefits Funds are there to lend a helping hand. For us in the labour movement, family is a tie that binds, not by blood but by choice. Our Brothers… Our Sisters… We look out for and rely on each other every day. We sweat for each other and sometimes we bleed for each other. We are a family, and we look out for our own. < In Solidarity,

Jason Heistad AUPE Executive Secretary-Treasurer

MEMBERS’ BENEFITS - FUNDS PERFORMANCE First 10 Months

2015

2014

2013

2012

2011

2010

2009

Investment Income

282,089

322,041

330,408

268,973

275,131

166,592

188,827

Capital Gain/(Loss)

317,272

204,467

48,275

(145,270)

(89,620)

179,819

(418,232)

Management.

Fees

(59,463)

(61,966)

(56,480)

(51,571)

(51,876)

(40,779)

(33,161)

Net Gain/(Loss)

539,898

464,542

322,203

72,132

133,635

305,632

(262,566)

26 DIRECT IMPACT

Social Workers: Advocating for Albertans Across Alberta, Registered Social Workers can be found helping others.

Often, you will find us advocating for those who are not able to speak for themselves.

As social workers, we are on the front lines, urging government to repair major cracks in our social infrastructure and to adopt social polices that look after the needs of vulnerable Albertans.

Alberta’s income disparity gap is a good example. A growing gap between the haves and have nots has resulted in more homelessness, more working poor, an affordable housing crisis and many other social problems.

Access to resources to meet basic human needs is every person’s right. Alberta’s 6000 Registered Social Workers are advocates for fairness and social justice.

Advocacy is a fundamental aspect of our professional ethics and at the heart of what we do.

Registered Social Workers (RSW): The professional standard in social work

R U O B A L A T R E B L A E H T E T U T I T S N I Y R O T S I H OUR PAST TO BUILD A BETTER FUTURE OM

LEARNING FR OM

We would like to thank AUPE for its support of our June 2014 Labour History Conference – Uniting in the Struggle – particularly all those AUPE activists and leaders whose participation made the conference such a remarkable success.

The Alberta college of Social Workers regulates social work practice in Alberta. Its primary focus is to serve and protect the public interest by promoting skilled and ethical social work. www.acsw.ab.ca

Support Social Justice Education in Our Schools The Aspen Foundation brings community values of social justice and a respect for fairness and equality to the classroom. The Foundation for Labour Education works to educate youth to allow them to work, live, and participate fully in a democratic society.

AFLE encourages the use of materials, resources, and speakers in our schools that reflect the best traditions in community values and democratic principles of our society.

How can I contribute?

Please mail your charitable donation to: Aspen Foundation for Labour Education 11 Bonin Place, Leduc AB T9E 6H6 Charitable donations can be made online: www.canadahelps.org “Supporting Labour and Social Justice Education in our Schools”

For more information: Phone: 780-986-1745 Email: afle@telus.net Website: www.afle.ca The Aspen Foundation for Labour Education is now a recognized charity by Canada Customs and Revenue Agency (BN 881720510RR0001). You can support labour and social justice education in our schools with your charitable donation.

PUSH IT. PUSH IT REAL GOOD!

The AUPE mobile app, now with push notifications.

Download it now.

www.aupe.org Publications Mail Agreement: 40065207 RETURN UNDELIVERABLE CANADIAN ADDRESSES TO ALBERTA UNION OF PROVINCIAL EMPLOYEES, 10451 170 St. NW, Edmonton, AB T5P 4S7