Direct Impact Fall 2016

Published by the Alberta Union of Provincial Employees

DI

LOOK INSIDE YEARS OF

SOLI DAR ITY FOR OUR 40th ANNIVERSARY PULLOUT

FALL 2016

CLEARING

THE WAY

Will the AH S stalled hea GSS arbitration awar d push lth care ne gotiations forward?

FALL 2016 CONTENTS

DI

6 BY THE NUMBERS From providing legal services, to hauling grain, to developing state of the art technology: it’s all in a day’s work for AUPE members working in Agencies, Boards and Local Governments.

Direct Impact is published quarterly, with a circulation of more than 87,000.

AUPE EXECUTIVE

President

Guy Smith

8 A LONG ROAD After spending more than two years on a winding road of negotiations, mediation and finally, arbitration, AHS GSS members have a new collective agreement.

Executive Secretary-Treasurer

Jason Heistad

Vice-President

Mike Dempsey

Vice-President

17 NO MORE TARGETS

Erez Raz

Learn what to do if you become the target of workplace harassment and bullying.

Vice-President

Carrie-Lynn Rusznak

From the President 4 Focus on AUPE 5 Labour News 19 Labour Relations Briefs 24 Spotlight on Finance 26 Steward Notes Inside

Vice-President

Glen Scott

Vice-President

Susan Slade

Got a story idea?

We want to know what AUPE members are up to.

Send your suggestions to editor@aupe.org.

Vice-President

Karen Weiers

Executive Director

Carl Soderstrom Managing Editor

Desiree Schell Editor

Mariam Ibrahim Contributors

Tyler Bedford Vanessa Bjerreskov Merryn Edwards Reakash Walters

You’ll find a special poster commemorating AUPE’s 40th anniversary on the inside cover of this issue of Direct Impact for you to pull out and post at home or at your worksite. The poster depicts the storied Apples and Oranges strike in 1980, a watershed moment in AUPE’s history that demonstrated the power of working people to create positive change by standing up to unfair government policies.

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

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

16235

DIRECT IMPACT 3

FROM THE PRESIDENT

We rely upon passionate and committed leaders, activists and our dedicated staff to ensure we achieve our goals of supporting our members.

I hope that you all had a wonderful summer and managed to spend memorable time with friends and family in our great province, or wherever your travels may have taken you.

As the warmth and glow of summer faded, attention turned to preparing for a new season of change and anticipation. I want to let you know about the work AUPE has been undertaking over the last couple of months and what we anticipate will be our main focus in the foreseeable future.

It has certainly been very busy for all areas of AUPE, especially with ongoing rounds of contract negotiations and preparations for many more negotiating tables.

You have seen me write in these pages before about the historic changes in labour legislation that now recognize the right to strike for our members who were previously prohibited from legally taking job action if necessary. This impacts the vast majority of our approximately 90,000 members.

In addition to granting the right to strike, the legislation also requires the union and employers to negotiate Essential Services 4 DIRECT IMPACT

Agreements (ESAs) to establish a level of service that protects the public’s health and safety, along with the administration of law during a strike or lock-out.

It is always our goal to reach a collective agreement at the bargaining table; but as we have seen lately, with both large and small rounds of bargaining, this has proven to be challenging within the current economic environment.

Challenging negotiations are nothing new for AUPE. As we gear up for the most extensive rounds of negotiations in our history, with approximately 75,000 of our members at various bargaining tables in 2017, we know that we will have to rely upon the experience and fortitude we have built up over the years.

In fact, AUPE has been facing challenges since we were established as an independent trade union 40 years ago.

Inside this edition of Direct Impact you will see a special pullout section that looks back at our proud 40-year history. It’s important to know where we have come from as we continue to build for the future. The struggles, victories and, yes, even defeats,

are the foundations upon which we stand today as we look ahead to the challenges we will inevitably encounter.

But please know that, as your union, AUPE is better prepared and more experienced than it has ever been. We rely upon passionate and committed leaders, activists and our dedicated staff to ensure we achieve our goals of supporting our members.

But we also rely upon all of you to be involved and aware, to keep our union strong and vibrant, and to help build the next 40 years of history that we can all be proud of.

In Solidarity,

Guy Smith AUPE President

FOCUS ON AUPE GRANDPARENTS’ DAY Hundreds of AUPE members, their friends, family and the wider public descended on the Alberta legislature grounds on Sept. 7 to enjoy burgers and hot dogs during the annual Grandparents’ Day barbecue, hosted by the Women’s Committee. This year’s gathering attracted several local MLAs and featured lively musical entertainment and fun for all ages. The yearly barbecue helps shed light on the importance of public seniors health care and needed funding for facilities and quality care across Alberta.

DIRECT IMPACT 5

LOCAL 020 ATB Financial

LEADING THE WAY ATB was one of only four financial institutions to offer Apple Pay when it expanded services in Canada.

EMPLOYING AUPE With over 1,200 AUPE members employed

by ATB Financial, it represents the 8th largest employer in our union.

Alberta Health Services Government of Alberta University of Calgary Covenant Health Good Samaritan Society Capital Care Group Inc. Extendicare (Canada) Inc.

40,922 24,398 5,285 3,001 1,701 1,570 1,340

ATB Financial

1,211

MAKING THE WORLD SMALLER THAN EVER ATB became the first Canadian financial institution to successfully test a cross-border payment using blockchain technology. What used to take two to six business days was achieved in a few seconds in a transfer to a bank in Germany. A blockchain is a digital ledger that keeps track of all transactions in a transparent fashion, and is a big part of the future of currency in the digital age.

$

Carewest 1,080 Northern Alberta Institute of Technology 1,053

BOARDS, AGENCIES & LOCAL GOVERNMENTS

BY THE NUMBERS 281.7

AUPE has more than 87,000 members across Alberta divided into four sectors. But while it is fairly intuitive to talk about who and what our Government Services, Health Care, and Education members do and work for, our Boards, Agencies, and Local Government sector contains members who work in varied and important roles across the province that aren’t as easy to visualize.

These AUPE members are a vital and vibrant part of AUPE. Here’s a look at the Boards, Agencies, and Local Government sector…by the numbers.

es million litr

LOCAL 050

Alberta Gaming and Liquor Commission (AGLC) BOTTOMS UP

VARIETY IS THE SPICE OF LIFE

In 2014/15, Albertans purchased 380 million litres of alcohol, all of which were distributed by our Local 050 members to retailers around the province.

As you can see by the chart below, Albertans’ tastes are a little lopsided.

Local 050 members help provide Alberta retailers with a total of 20,105 liquor products. Below is the breakdown by product.

BEER

43.6 million litres

2,998 SPIRITS

27.5 million litres

3,898

27.3 million litres

WINE

12,764 SPIRITS 6 DIRECT IMPACT

WINE

COOLERS/ CIDERS

BEER

COOLERS

445

HELPING HANDS The AGLC provides charities and non-profits with gaming licenses for fundraising purposes.

GAMING LICENSES ISSUED IN 2015

MONEY DISBURSED THROUGH THESE LICENSES AVERAGE EARNED PER NON-PROFIT

16,694 $342 million $20,486

LOCAL 118

Local Governments & Agencies

Local 118 members do a variety of jobs including legal aid, maintaining our highways, and moving our grain, among others. These members provide a wide range of services that Albertans count on every day. Due to space limitations we are able to highlight just a few chapters and the work they do.

CARILLION CANADA

LEGAL AID ALBERTA

ALBERTA TERMINALS CARGILL

AUPE members at Carillion provide highway maintenance services stretching from the Saskatchewan border, west to High Prairie, south past Oyen, and north to Fort McKay.

The 81 AUPE members at Legal Aid Alberta provide a broad range of legal services to Albertans who might not otherwise be able to afford it.

They provide advice on family law, child welfare, criminal law, immigration and refugee law, and civil law.

AUPE members play a key role in getting grain from the farmers’ fields to the market.

Alberta Terminals Cargill employs 23 AUPE members in Edmonton and Lethbridge who help bring our grain to the world.

CHAPTERS 024, 025, 026 & 027

CHAPTERS 018 & 019

TOTAL KILOMETRES MAINTAINED

22,000

NUMBER OF ALBERTANS WHO USED LEGAL AID ALBERTA IN 2014/15

That’s the equivalent of travelling Canada coast to coast three times.

250,000

AMOUNT OF GRAIN SHIPPED (IN TONNES) THROUGH CARGILL’S EDMONTON TERMINAL IN 2015

That’s the equivalent of shipping five blue whales.

TOTAL SQUARE KILOMETRES MAINTAINED

700,000

600

LOCAL 118

LOCAL 060

Local Governments & Agencies

Alberta Innovates

244 members

1,212 members

LOCAL 050

LOCAL 020

678 members

1,211 members

ATB Financial

Please note: at the time this issue of Direct Impact was in production, the government was in discussions to make substantial changes to the “Innovates” programs. We anticipate that some of the members in Local 118 that work for these organizations will be moved to Local 060. We have followed that assumption in the layout of this section.

Alberta Innovates - Technology Futures, a research agency funded by the Alberta government with a focus on facilitating commercial use of new technology in a variety of fields. AUPE has 290 members employed by AITF. Between 12 to 30 per cent of the world’s population suffers from back pain at any given time. Like a seismograph that measures earthquakes, VibeDx™ applies a very gentle vibration to a patient’s spine. The frequency response is measured and indicates what is occurring in the spine. With the help of the AITF Health Product Development program, the patent-pending device has started clinical trials in Edmonton.

ALBERTA INNOVATES – BIO SOLUTIONS (AIBS)

ALBERTA INNOVATES – ENERGY AND ENVIRONMENTAL SOLUTIONS (AIEES)

In 2010, AIBS in collaboration with international colleagues mapped the bovine genome. This research has the potential to radically change livestock breeding and management. Researchers from this project have published more than 200 peer-reviewed articles and registered 33 patents.

A laser that detects greenhouse gases may sound like science fiction, but that is exactly what the Differential Absorption Lidar (DiAL) does.

AIEES played a significant role in bringing this technology to life. Data from the DiAL unit may be used to understand and characterize source emissions, and locate fugitive emission leaks.

This technology could help regulators pinpoint greenhouse gas sources.

currently LOCAL 118 CHAPTER 023 Alberta Innovates - Bio Solutions, a research agency funded by the Alberta government with a focus on agriculture, food and forestry sectors. AUPE has 7 members employed by AIBS.

currently LOCAL 118 CHAPTER 022 Alberta Innovates - Energy and Environmental Solutions, a research agency funded by the Alberta government with a focus on advancing energy and environmental technology innovation. AUPE has 9 members employed by AIEES.

O

OO O

O

ALBERTA INNOVATES TECHNOLOGY FUTURES (AITF)

O MM

M

Alberta Innovates

128,785

That’s approximately onesixth of the area of Alberta.

Alberta Gaming and Liquor Commission

LOCAL 060

CHAPTERS 001, 002, 003, 006, 008, 009, 010, 016 & 020 A big part of Local 118 is our municipal and county employees, who provide services like road maintenance, emergency services, municipal services, and even maintain community pastures in their areas.

AMOUNT OF CALLS RECEIVED PER DAY

BY AUPE MEMBERS AT LEGAL AID

SECTOR BREAKDOWN

BY LOCAL

MUNICIPAL AND COUNTY EMPLOYEES

CHAPTER 109

DIRECT IMPACT 7

8 DIRECT IMPACT

By Mariam Ibrahim Communications Staff

A LONG ROAD More than two years later, AHS General Support Services employees finally have a deal

More than 23,000 General Support Services members are finally free from contract limbo after an independent arbitrator awarded the Alberta Health Services employees a new collective agreement in July that includes retroactive wage increases.

Phyllis Smith awarded the three-year deal, retroactive to April 1, 2014, after more than two years of contentious negotiations.

The process was a hard, long road for members anxiously awaiting a new contract.

The contract includes a two-per-cent wage increase in both the first and second years, along with a one-per-cent increase in the third year. Smith also awarded members an increase in their flex health spending account, to $750.

Because the deal is retroactive, Alberta Health Services must provide back pay at the awarded rate for all employees covered by the award.

The road to the new collective agreement was long and arduous, involving two rounds of mediation, two complaints to the Alberta DIRECT IMPACT 9

Labour Relations Board and, finally, the binding arbitration hearing that produced the contract awarded in July.

But it didn’t have to be that way.

The thousands of people who make up AHS GSS membership are a crucial component of the province’s health care system and are integral to maintaining a safe and reliable environment for Albertans accessing quality care.

They represent roughly one-quarter of Alberta’s health care workers. These are the people who fight superbugs, manage health records, prepare meals, manage finances and online networks, maintain health facilities, sterilize surgical tools, assist pharmacists and therapists, provide security and much more.

We may not always see them at work while we visit a hospital or other health facility, but their presence ensures we can access the care we need, when we need it. In short: without them the system would come to a grinding halt.

AUPE President Guy Smith repeatedly called on Alberta Health Services throughout the process to come back to the bargaining table in good faith with a fair proposal for the hardworking front-line workers who make

We should have been able to come to an agreement at the bargaining table. Instead we saw the employer use every tactic in the book to delay negotiations, forcing the process into arbitration.

Guy Smith, President

up the AHS GSS membership.

“The 23,000 people who make up this bargaining unit were growing increasingly frustrated as they waited for more than two years for news about their contract. It should never have come to this,” Smith said.

“We should have been able to come to an agreement at the bargaining table. Instead we saw the employer use every tactic in the book to delay negotiations, forcing the process into arbitration.”

While Arbitrator Smith’s report didn’t accept all of AUPE’s proposals, the award provides GSS employees with a fairer wage increase than had been put forward by AHS. The award was the product of four days of arbitration hearings held at the Alberta Labour Relations Board in February 2016.

Both sides presented hours of testimony, including more than 2,000 pages of evidence from AUPE, during hearings that sometimes lasted late into the night.

The two years before those hearings were punctuated by an abrupt and intentionally unjust approach to the bargaining process by the employer.

Just days before the two sides were scheduled to continue mediated talks in January 2015, AHS removed its wage proposal, taking an offer of three per cent over three years – still not acceptable in the eyes of the union – off the table and replacing it with a proposal that saw no wage increases at all.

It seemed to be the very definition of bad faith bargaining, and the union responded with a complaint to the Labour Relations Board – the second filed by AUPE during the bargaining process.

NEGOTIATIONS TO ARBITRATION A TIMELINE December 8 - 11

June - September Bargaining continues, but the employer continues to push for concessions.

2014 APRIL

MAY

JUNE

JULY

Both sides meet for mediation. The union wins improvements to layoff and recall language, as well as new workplace harassment and bullying protections, all of which are outlined as priorities by members.

2015

AUGUST SEPTEMBER OCTOBER NOVEMBER DECEMBER JANUARY FEBRUARY

MARCH

April 24

October 7

January 19

Negotiations open between AUPE and AHS for a new GSS collective agreement.

AUPE breaks off negotiations with AHS after the employer continues to push for rollbacks and concessions. AUPE applies for third-party mediation to keep the process moving forward.

Mediation breaks down after the employer takes its initial offer of 3% over three years off the table and replaces it with zeroes across the board.

The move prompts AUPE to file its second bad-faith bargaining complaint against AHS with the Alberta Labour Relations Board. AUPE will also go on to file for interest arbitration.

10 DIRECT IMPACT

APRIL

MAY

“The removal of AHS’ initial wage offer just as we were preparing to head into mediation showed how unwilling the employer was to try to reach a deal that was fair to GSS workers,” said AUPE vice-president Karen Weiers. “It’s fundamentally unjust for AHS management to try to download cost-cutting onto the front line workers who do so much for this province.”

Because of inflation and Alberta’s high cost of living, the employer’s regressive proposal of no wage increases – thankfully rejected by the independent arbitrator – would have meant a reduction in real wages for these crucial employees, the majority of whom are women.

“Alberta Health Services’ own internal surveys show a weakening employee morale, and these kinds of tactics will do nothing to change that,” said President Smith. “Ensuring quality health care in the province means attracting and retaining dedicated employees, but that requires fair treatment from AHS and a recognition of the vital work GSS members do within the system.”

Because of the lengthy delays and stalling tactics from the employer, workers will soon

It’s fundamentally unjust for AHS management to try to download cost-cutting onto the front line workers who do so much for this province.

Karen Weiers, Vice-President

find themselves back in the collective bargaining process, since the three-year awarded contract is set to expire April 1, 2017.

Bargaining conferences are scheduled for this fall before the parties get back to the negotiating table next year.

“It’s my sincere hope that AHS learns some lessons from the drawn-out, contentious collective bargaining process we just went through,” Smith said. “Workers deserve a collective bargaining process without undue

February 16 - 19

December 2 June 29 A three-person arbitration panel is established with dates set in February 2016.

JUNE

JULY

The second round of mediation begins, but the employer doesn’t offer a new monetary proposal, resulting in no real movement in the process.

At the same time, AUPE suspends its bad-faith bargaining complaint against AHS following the resignation of former CEO Vickie Kaminski.

delays and AUPE is prepared to negotiate a fair deal at the table.”

And with Alberta’s new Bill 4 extending the legal right to strike to the majority of AUPE membership, it’s hoped employers will be more willing to come to an agreement at the bargaining table rather than let negotiations reach impasse.

With AHS GSS members now finally under a new contract – and with a new labour relations framework in Alberta that recognizes the legal right to strike – it’s hoped other stalled negotiations will get a needed push forward.

President Smith noted that roughly 13,000 members working in Auxiliary Nursing Care for AHS are still awaiting a new deal after their contract expired in March 2015. The employer seemed to adopt a similar approach to bargaining with those employees as well, a process characterized by delay after negotiations broke down last year.

But during mediated talks earlier this year the union and employer signed off on several articles within the collective agreement. Negotiations over wages and other monetary issues are set to take place in hopes a new agreement for AHS ANC employees is reached soon. <

2016

Arbitration hearings are held in Edmonton. During the four days, AUPE presents thousands of pages of evidence and presents witnesses who deliver hours of testimony.

AUGUST SEPTEMBER OCTOBER NOVEMBER DECEMBER JANUARY FEBRUARY

MARCH

October 20

January 4 - 7

Both the union and AHS agree to name Andy Sims as mediator during ongoing negotiations.

Bargaining team members organize a campaign that asks AHS GSS employees to contact their MLA to inform them about the state of bargaining and to encourage them to advocate for members.

January 15 Mediation takes place, producing agreement on 12 articles and several letters of understanding.

Other priorities for interest arbitration are set.

APRIL

MAY

JUNE

JULY

July 19 Independent arbitrator Phyllis Smith issues her decision, awarding AHS GSS members a three-year contract that includes a two-per-cent wage increase in both the first and second years, and a one-per-cent increase in the third.

DIRECT IMPACT 11

THIS IS AUPE YOUR WORKING PEOPLE Protecting Alberta’s wilderness, ensuring the safety of all who use it and stewarding our natural resources - it’s all in a day’s work for members of the Alberta Union of Provincial Employees.

www.aupe.org • facebook.com/yourAUPE • @_AUPE_ 12 DIRECT IMPACT

Steward Notes

sn

VOL. 9 • ISSUE 4 • FALL 2016

LIFE CYCLE OF A COLLECTIVE AGREEMENT Although Union Stewards are not directly involved in negotiations, members will come to you with questions, especially during bargaining. You can help them to understand the process through which this “living document” is created.

By Mary Kehoe Labour Relations Staff

With more than 140 collective agreements negotiated and administered by AUPE, negotiations are always ongoing for one bargaining unit or another within the four sectors represented by your union. Next year will prove to be an exceptionally busy year for AUPE, with approximately 80 per cent of collective agreements either opening for negotiations or carrying over from previous years.

These include the “master” agreement and its nine subsidiary agreements affecting more than 23,000 Government of Alberta employees. In addition, the Alberta Health Services General Support Services contract, which was settled through an arbitrated decision released in July, will again expire April 1, 2017.

Collective bargaining is a regulated process, legislated under the Alberta Labour Relations Code, to achieve a first agreement STEWARD NOTES 1

sn for a newly organized bargaining unit or to renew an existing collective agreement.

A collective agreement is a legally binding contract between your employer and the union, which sets out employee rights, compensation rates, benefits, working conditions and other entitlements within the employment relationship. Management also negotiates for their own rights in the bargaining process. These are referred to as “residual management rights,” which means that any right not curbed, abridged or otherwise limited by the agreed to terms of the ratified agreement is retained by management.

All AUPE collective agreements have an attached expiry date. Under the provisions of the Labour Relations Code, either party (usually the union) must serve notice to the other party to commence bargaining no sooner than 120 days and no less than 60 days to prior to the expiry date of the current collective agreement.

After notice to begin bargaining has been served, the provisions in the existing collective agreement remain in place, or are “bridged,” until a new agreement is ratified, or a strike or lockout commences.

Preparations for negotiations in AUPE start long before the expiry of a collective agreement. The first step is the election of a negotiating committee. Article 16 of the AUPE constitution sets out how the negotiating team (often called a bargaining committee) is elected from the members of the bargaining unit. An AUPE staff negotiator is appointed by the president to act as spokesperson during the negotiation process. Article 16 also sets out the role and expectations of the negotiating team, including reporting the progress of bargaining to the membership who elected them.

The members of the bargaining unit determine the mandate for negotiations.

This mandate can be established by polling the membership through a survey to determine the wage increases, benefits and rights members want achieved through the bargaining process. Using the results from the survey, the negotiating committee is able to determine priorities and to prepare ongoing proposals to exchange with the employer.

The Labour Relations Code sets out the expectation that collective bargaining 2 STEWARD NOTES

should be done in “good faith” and that both parties must make every reasonable effort to enter into a collective agreement.

Sometimes this is not always the case and bargaining can be a long process. However, the goal is to achieve a tentative agreement, a document containing all the changes and additions to the collective agreement that can then be taken to the membership for a vote.

Union Stewards, elected officers, worksite contacts and the bargaining committee all play a vital role in not only ensuring members submit responses to the initial survey used to determine the bargaining mandate, but also to take part in the democratic process used to determine their working conditions, benefits and rights. A good communication plan is vital to the bargaining and ratification process.

Regular meetings should be held to provide updates on the status of negotiations throughout the process.

Once a tentative agreement is reached, information sessions explaining the changes to the collective agreement, the bargaining committee’s recommendation and the

ratification process should be scheduled with enough advance notice to allow for good attendance. The purpose of these meetings is to ensure members are able to make an informed decision when voting on the tentative agreement.

If the members ratify the agreement, the president is required, as per Article 16 of the Constitution, “to sign and execute the agreement on behalf of the Union.” The employer must also ratify the agreement, and when both parties have done so the new agreement takes effect.

Union Stewards should make every effort to familiarize themselves with the changes to the collective agreement and any negotiated provisions that may apply to current or past members. For instance, in the recent arbitration decision for Alberta Health Services General Support Services, independent arbitrator Phyllis Smith awarded increases in each year of the three-year contract. For all hours worked effective April 1, 2014 until March 31, 2015 employees would receive a two-per-cent increase. For the second year of the contract beginning April 1, 2015 employees are entitled to a

Become a Union Steward Learn new skills, support your co-workers and help strengthen your union by becoming a Union Steward. Start by enrolling in the prerequisite courses, including Introduction to your Union, Contract Interpretation, Introduction to Occupational Health and Safety and Basic Conflict Management. If you like what you have learned in those courses, you are ready to sign up for Foundations for Union Stewards.

The next session of prerequisite courses and Foundations for Union Stewards will be offered at various AUPE offices from September to December. Registration for this session begins in August.

For more information or to enrol, call the Member Resource Centre at 1-800-232-7284.

sn further increase of two per cent, and in the last year of the deal a one-per-cent increase came into effect April 1, 2016.

The increases also applied to members who had terminated their employment during the period of negotiations and included a timeframe to make a claim to Alberta Health Services for compensation of retroactive wages for all hours worked in 2014, 2015 and 2016. Because of the lengthy course of bargaining, former employees of AHS General Support Services may not have been aware they were entitled to this benefit if not for conscientious actions of AUPE Union Stewards.

Once a new agreement is in place, Union Stewards play an important role in making sure all members can access the rights and protections it provides. Stewards can also help keep track of issues that could form the basis for new bargaining priorities during the next round of bargaining.

Active participation by knowledgeable Union Stewards helps ensure that AUPE collective agreements are valuable living documents that advance the rights and well-being of AUPE members. <

9

1

SIGNED BY PRESIDENT, NEW PROVISIONS IN EFFECT UNTIL END OF NEW CONTRACT

8

RATIFIED BY EMPLOYER

7 TENTATIVE AGREEMENT REACHED BARGAINING UNIT VOTES WHETHER TO ACCEPT NEW TERMS - RATIFY. (IF NOT

2

NEGOTIATING COMMITTEE ELECTED AS PER ARTICLE 16 OF THE CONSTITUTION

LIFE CYCLE of a

COLLECTIVE AGREEMENT

RATIFIED MEDIATION, STRIKE OR ARBITRATION MAY BE NEXT STEP)

6

SERVE NOTICE TO BARGAIN 120-60 DAYS PRIOR TO EXPIRY

NEGOTIATIONS WITH EMPLOYER COMMENCE, PROPOSALS EXCHANGED, MONETARY PROPOSALS EXCHANGED LAST

5

3 CONTRACT EXPIRES, PROVISIONS BRIDGED

BARGAINING UNIT MEMBERSHIP SURVEYED/POLLED, BARGAINING MANDATE SET

4

HAVE QUESTIONS?

CONTACT YOUR MEMBER SERVICES OFFICER

CALL 1-800-232-7284 Have your local/chapter number and worksite location ready so your call can be directed quickly.

STEWARD NOTES 3

sn

DID YOWU KNO

?

A GENERAL OVERVIEW OF THE NEW ONLINE REGISTRATION PROCEDURE

AUPE strives to empower its members through knowledge, offering a full slate of courses to help achieve this goal. Coming this fall a new online registration course will be rolled out to make signing up for education courses easier then ever. Here’s a quick look at some of the functions that will make registering a breeze.

THE NEW ONLINE REGISTRATION WILL… Enable you to register yourself in AUPE courses through the AUPE website

•

Walk you through registering for courses and ensuring appropriate prerequisites

• Count down the number of spaces left in a course

• Keep track of your course registrations • Allow for automatic wait-lists • Notify you of new courses in your area • Contain your education history • Store copies of all AUPE Education certificates ONLINE REGISTRATION AT A GLANCE Sign in to the online registration system available at www.aupe.org using your member number

•

Select course and date (the system will ensure you meet the necessary prerequisites)

• • Confirm your attendance and attend course

Receive acceptance email a few weeks prior to the course

4 STEWARD NOTES

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 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

Desiree Schell Editor

Merryn Edwards Contributor

Mary Kehoe Design

Jon Olsen The goal of Steward Notes is to help today’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 Merryn Edwards by e-mail at m.edwards@aupe.org. 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

NO MORE TARGETS Addressing harassment and bullying in the workplace

By Mariam Ibrahim Communications Staff

When people think about bullying, they probably envision a mean student picking on other kids in the schoolyard.

But the truth is bullying and harassment aren’t limited to the school setting, and it doesn’t just happen among children.

AUPE’s Occupational Health and Safety Committee is planning a series of bulletins posted at worksites across the province to help educate members about their rights at work and what to do if they feel unsafe. A forthcoming bulletin will have a specific focus on harassment and bullying.

Occupational health and safety is usually associated with regulations designed to keep workers from being injured or killed on the job.

DIRECT IMPACT 13

But it’s equally important to ensure everyone is able to work in an environment that is safe and free from any harassment and bullying. In fact, says AUPE vice-president Erez Raz, workplace harassment and bullying is becoming an issue members are growing increasingly concerned about.

A study by the Canadian Safety Council found at least 37 per cent of all workers have experienced bullying in the workplace, and more than half those targets are women.

Workplace harassment and bullying is a serious issue and one that deserves our attention. When workers feel targeted, harassed or bullied, it causes psychological harm and contributes to an unsafe workplace culture and low employee morale.

Erez Raz, Vice-President

“Workplace harassment and bullying is a serious issue and one that deserves our attention,” said Raz, who chairs AUPE’s OHS committee. “When workers feel targeted, harassed or bullied, it causes psychological harm and contributes to an unsafe workplace culture and low employee morale.”

So what exactly constitutes harassment in the workplace? Generally, it is understood as a pattern of behaviour intended to intimidate, threaten or humiliate a person or a group of people. It can come in many forms, including verbal or written interactions, but can also include rumours and innuendo spread by the bully to other people in the workplace.

14 DIRECT IMPACT

37%

72%

WORKERS WHO HAVE EXPERIENCED WORKPLACE BULLYING

WORKPLACE BULLIES IN POSITIONS OF AUTHORITY

40%

62%

WORKERS WHO DON’T REPORT INCIDENTS OF BULLYING TO EMPLOYER

EMPLOYERS WHO ADVISED VICTIMS TO IGNORE INCIDENTS IN HOPES OF IT GOING AWAY

It can include threats of or actual physical violence, but more often than not, it tends to come in the form of psychological harm.

But what it doesn’t include is the enforcement of company policies, constructive feedback or employee evaluations.

As awareness about workplace harassment and bullying grows across the province, AUPE vice-president Carrie-Lynn Rusznak says she is hopeful it will help change the culture around the issue.

“Ultimately, the way to eradicate this alltoo-common problem is through education and advocacy,” said Rusznak, who chairs the human rights committee. “Everyone deserves to go to work in an environment that is safe and free from any harassment.”

One of the most important things for workers to do if they feel they’re experiencing harassment in the workplace is to find out if the workplace has a policy in force to deal with it, says Raz. But if a policy isn’t in place, it’s crucial workers keep a record of events that details the date, time and place of the harassment, whether there were any witnesses present and what happened afterward.

It’s equally important to keep copies of any harassing emails, texts or other correspondence sent by a bully.

Documentation is helpful when it comes to reporting the harassing behaviour to a supervisor and your AUPE Membership Services Officer.

“If members believe they’ve become a bully’s target, keeping a record is one of the

Ultimately, the way to eradicate this all-too-common problem is through education and advocacy. Everyone deserves to go to work in an environment that is safe and free from any harassment.

Carrie-Lynn Rusznak, Vice-President

best ways to have the situation resolved,” Raz said. “Without a record it can be difficult to identify the objectionable behaviour, and for the employer to deal with it appropriately.” <

LABOUR NEWS

negotiations for Alberta Health Services staff, including both General Support Services and Auxiliary Nursing Care. Even with the recent GSS arbitration award and positive motion at the ANC bargaining table, bargaining committees across the sector are running up against employers who refuse to discuss anything but freezes and rollbacks.

If a seniors care unit has been at the bargaining table for more than a year, chances are they are in mediation with their employer.

But not even mediation can guarantee the process is pushed forward.

Too often, employers are tabling regressive proposals or simply refusing to meet. Even public employers like Carewest, Capital Care and Covenant Care are mired in mediation with their employees, with few developments to report to their patient, but increasingly As members at Hardisty Care Centre and Devfrustrated, staff members. onshire Care Centre in Edmonton approach But there is light on the horizon.

18 months since the expiry of their contract, Some seniors care contracts are being ratithey are probably feeling a little bit of déjà vu. fied with a ‘me too’ on wages with the Alberta In 2012, Hardisty staff went on strike Health Services contracts. This means memfor 60 days to secure the contract that just bers at those sites will get the same percentage expired, and Devonshire staff were hours pay increases as are negotiated or awarded away from a strike when the Hardisty agreefor Alberta Health Services employees in the ment was reached. same positions.

Now, staff members And, in some cases, at the two Edmonton employers are meetseniors care centres, ing their employees along with their Calat the table as valued gar y colleagues at partners, concluding Newport Harbour, agreements that respect are fighting the same both their employees fight again with their and the employer’s Quality of care is a joint employer, Park Place. financial position. effort between members and “These members, But these agreeemployers. If the employer and all members ments are few and far who work in seniors doesn’t want to work with you, between. The three care, provide high Park Place facilities are then you have to find a way to quality care at their in the process of gearspeak up louder. facilities, often while ing up for strike votes, Susan Slade, Vice-President facing short-staffing, and they are far from high turnover, and an the only ones. If 2012 employer focused on gave us the Summer profits,” said AUPE vice-president Susan of Strife (see story in the 40th anniversary Slade. “These employers seem to think treatpullout), 2016 might be the Fighting Fall. ing their staff fairly is counter-productive “No union member ever wants to go on to their business model, but we know that strike, but sometimes the situation forces reducing turnover and creating long-term your hand,” said Slade. “Quality of care is a employees significantly enhances care and joint effort between members and employers. residents’ quality of life.”

If the employer doesn’t want to work with Private seniors care bargaining across the you, then you have to find a way to speak board has been hampered by drawn-out up louder.” <

A FAMILIAR FIGHT

The state of seniors care bargaining

Ten years later, Stephanie Stewart still missing The year before she disappeared, Stephanie Stewart climbed Mount Kilimanjaro, one of her life long dreams. The healthy, active, inspirational woman who disappeared on Aug. 26, 2006, would have been 80 this year, and probably would have still been climbing mountains, or at least climbing her lookout tower stairs to protect Albertans from forest fires.

“This is a sad anniversary,” said AUPE president Guy Smith. “No AUPE member can forget that Stephanie is still missing, that her family and friends do not have the closure they need.”

Stewart disappeared from her post at a lookout tower near Hinton while on duty as a fire spotter, a job she had held for 18 fire seasons. While the RCMP are treating the disappearance as a homicide, there have been no breaks in the case.

A $20,000 reward – funded equally by AUPE and the Alberta government – for information leading to an arrest and conviction in the case remains unclaimed.

Since Stewart’s disappearance, policies and training have changed for lookouts, who often work alone in isolated areas.

Cabin door frames and windows have been reinforced and locks installed, and brush has been cleared to increase lines of sight.

Lookouts are trained in self-defense, are equipped with radios with panic buttons and silent personal locator beacons, and have covert radio codes that can be used to discreetly indicate they are in distress.

“Stephanie’s disappearance might have improved safety for her coworkers, but it came at a high cost,” said Smith.

Anyone with information about Stewart’s disappearance is asked to contact RCMP. < DIRECT IMPACT 15

LABOUR NEWS

GOING PAPERLESS Digital union cards coming soon

Remember when everyone said that email would be the death of paper? Offices of the near future would do away with printers – everything would be electronic. Think of the environmental impact! Think of the cost savings!

And yet, here we are in that future, and paper is still very much a part of our everyday lives. While paperless options are available, paper is still required for a great many things. Opening up a bank account? You’ll go home with a stack of paper. Voting? Here’s your paper ballot. Signing your union card?

Put your signature on the bottom of this paper here.

Or not?

As reported in the Winter 2016 issue of Direct Impact, AUPE has been working on ways to make signing your union card and updating your contact information easier, faster, more secure, and paperless. A pilot project at several worksites last fall was successful, and has paved the way for a more widespread rollout this fall.

The online database for the digital ‘grey cards’ is currently being fine-tuned as a result of information from the pilot project.

Being securely connected to the database means that when you sign your digital grey card, you update your contact information with the union quickly and easily, and your digital signature carries the same weight as one on paper.

“This is an exciting and progressive move,” said AUPE vice-president Mike Dempsey.

“We are the first union in Alberta to digitize our records in this way. This is just another way we are reducing our environmental foot16 DIRECT IMPACT

print, and another way AUPE is serving the members first and foremost.”

One of the aspects of the pilot program that members liked was that the union was visible on the worksite. AUPE stewards, members, executives and organizers were able to have

This is an exciting and progressive move. We are the first union in Alberta to digitize our records in this way. This is just another way we are reducing our environmental footprint, and another way AUPE is serving the members first and foremost.

Mike Dempsey, Vice-President

direct conversations about AUPE’s efforts to improve conditions on the worksite and throughout Alberta.

While paper grey cards are still available from stewards and to print from the AUPE website, the digital grey cards will be available soon at Government of Alberta buildings in Edmonton. The program will then expand to other worksites and communities as members provide feedback. Keep an eye out for posters at your worksite and information on AUPE’s Facebook page to find out where the program will be next. <

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

64

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LABOUR NEWS

Get DI on your computer or mobile device!

A familiar scene at Convention, members vote in 1977, the first after becoming AUPE.

40 YEARS OF SOLIDARITY AUPE’s 40th Annual Convention gives delegates a look at their union history

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For mobile Download the free Issuu app and search “AUPE” Or go online Visit issuu.com and search “AUPE”

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More than 1,000 delegates, observers, staff, media and others are set to descend on Edmonton this October for AUPE’s 40th annual Convention.

The annual meeting, held at the Shaw Conference Centre from Oct. 13-15, will carry a special focus on AUPE’s history as it has grown to become the province’s largest union and one that has been at the forefront of labour struggles in Alberta.

AUPE staff have spent months working tirelessly to organize speakers and create videos that will share with delegates everything the union has accomplished, both in the past year and in the union’s deep and storied history.

“It’s important to look back at where we came from,” said Executive Secretary-Treasurer Jason Heistad. “Learning more about AUPE’s history, I’ve discovered that the challenges our union has faced in the past are very similar to the ones we face today.

Learning about our past can help us be more effective in the future.”

As this is a non-election year, delegates will have an opportunity to reconnect and review the work of the union over the past year, as well as focus on and debate constitutional resolutions. Delegates will also have the opportunity to hear from AUPE stand-

ing committees about their ongoing work and engagement.

A helpful seminar is set for the evening of the opening day to allow first time delegates to become more acquainted with the Convention experience. An Area Council mixer afterward will give delegates a chance to unwind, mingle and connect with other union members. An awards ceremony and dinner on Friday will recognize new life

Learning more about AUPE’s history, I’ve discovered that the challenges our union has faced in the past are very similar to the ones we face today. Learning about our past can help us be more effective in the future.

Jason Heistad, Executive Secretary-Treasurer

members, as well as winners of the Rolyn Sumlak award, Activism Leadership for Youth Award, and the Eco-Star Award.

Video presentations will also form part of this year’s gathering, including an overview of new right-to-strike legislation introduced in Alberta earlier this year – which applies to the majority of AUPE members – along with a look at the Fort McMurray fire that displaced the city’s residents, including roughly 670 AUPE members. < DIRECT IMPACT 17

MEMBER PROFILE

Edarlina Lagang Health Care Aide, The Edgemont Revera, Calgary

18 DIRECT IMPACT

Edarlina Lagang just wants to help people.

She arrived in Canada years ago as a livein caregiver, an opportunity for a better life while helping others.

In her native Philippines she was a trained midwife and community health educator and has always felt compelled to provide compassion and service for our society’s most vulnerable people.

Since then she has become a health care aide at The Edgemont Revera in Calgary, a job she has held for nearly 11 years.

She sees her role at Edgemont as a continuation of the work she has always done in her community.

“I really enjoy working there, with my coworkers and the residents,” she says.

But in recent years she has been forced to find a second job, with her wages at Edgemont not nearly enough to allow her to make ends meet. It’s a situation many of her coworkers have also found themselves in, despite having full-time jobs at the Calgary seniors’ facility.

Lagang has taken a second, part-time job

at a different Calgary seniors’ residence. It’s common for her to work double shifts, or more than a week straight without a proper weekend. The stress and hectic work schedule takes a toll on her physically.

“It’s tough,” she says. “But having just one job, it’s so hard to make ends meet.”

That’s why Lagang decided to take a more active role in AUPE by joining her bargaining committee and fighting for fair wages and benefits for the employees at her workplace.

For example, workers at Edgemont are fighting for better wages after nearly a year without a contract. “Without a raise, how can you cope with your needs? Everything else is going up, costing more,” she explains.

A full-time job, a part-time job and a role with the union: any one of those responsibilities would be a lot to take on their own, but for Lagang, the choice is easy.

“I’ve always wanted to help people, and I’ll do whatever it takes to help make their lives better.” <

LABOUR NEWS

CENTENNIAL PROJECT COMPLETES FIRST YEAR Forty years of AUPE history will be on display at Convention If you won’t be at Convention, don’t worry You can pack a lot of history into four decades.

– Regional Centennial Liaisons are active AUPE’s Centennial Committee is looking across Alberta, letting members know about forward to sharing the results of their first the project and organizing local programming year’s work with members at Convention. such as labour history film nights. The liaisons A commemorative display will highlight have gathered three times at headquarters for important events since AUPE was founded training and planning in 1976 as an indesessions and to parpendent trade union, ticipate in centennial transitioning from its project activities such predecessor the Civil as a 40th anniversary Service Association golf tournament, held of Alberta, which first on Aug. 13. formed in 1919.

Liaisons are also The display will The lives and contributions of connecting with life include historical panworking people are too often members and others els and artifacts, two lost or forgotten,but now we who can share their specially commissioned are preserving and sharing our AUPE experiences posters, a traditional stories, rediscovering workers’ through oral history handcrafted banner and a video booth to col- history and uncovering our role in interviews. You can find out more by vislect personal stories of building Alberta. iting www.aupe2019. how AUPE has touched Glen Scott, Vice-President & com or visiting the peoples’ lives and comCentennial Committee Chair centennial page on munities. A new video Facebook at www. about the project and a facebook.com/AUPE2019. critical study looking back at AUPE’s foundMembers are also encouraged to look ing will also make their debut at Convention. back at AUPE’s history presented in a spe“The lives and contributions of working cial commemorative pullout of this issue of people are too often lost or forgotten,” said Direct Impact, where you’ll find accounts AUPE Vice-President Glen Scott. “But now of the accomplishments and struggles that we are preserving and sharing our stories, helped to shape AUPE into the strong union rediscovering workers’ history and uncoverand defender of public services it is today. < ing our role in building Alberta.”

Environmental Committee hosts river valley clean up AUPE members and other Edmontonians put in 128 hours to pull over 30 bags of trash, seven coffee cans filled with sharp objects, three shopping carts, two bicycles and assorted parts, a workout bench and a large round table out of Edmonton’s river valley at a clean up event and barbeque on Sunday, Aug. 21.

“We braved the mosquitoes and rough trails in the Rat Creek and Kinnaird ravines to keep our natural spaces looking great,” said Environmental Committee chair Rod Feland. “There was a real sense of accomplishment at the end of the day.”

The event was held in partnership with the City of Edmonton, which provided materials and orientation to volunteers, and the Norwood Legion, which hosted the event home base in their parking lot.

Tony Caterina, the area’s city councillor, stopped by to lend his support. Edmonton’s Telus World of Science also provided discount coupons to volunteers, and is now offering an ongoing discount to AUPE members interested in accessing family-friendly environmental, science and technology education and entertainment year-round.

The committee hopes to make the clean up an annual event, expanding on the experience and lessons learned this year.

One eye-opening aspect for volunteers was their exposure to homelessness and addictions evident off the beaten path in Edmonton’s river valley. The committee plans to work more closely with agencies serving Edmontonians facing addictions and homelessness for future events. < DIRECT IMPACT 19

LABOUR RELATIONS BRIEFS JUNE 4 - AUGUST 30, 2016

020 ATB Financial: Agreement ratified ATB Financial members have a new collective agreement following a mailin ballot counted on June 4. The new collective agreement includes wage increases of two per cent annually in 2014, 2015 and 2016.

Bargaining for the next collective agreement for the over 1,000 staff will begin soon.

040 Covenant Health GSS: Tentative agreement reached Mediation for Covenant Health General Support Services workers has resulted in a tentative agreement, reached on Aug. 25. Mediation resumed in late August after more than a year’s delay, due in part to a full classification review.

Negotiations began in 2014 for GSS members. Voting on the tentative agreement took place during the week of Sept. 12, after press time.

040 & 046 Covenant Health ANC: Mediation continues After good progress in mediation on July 21 and 22, further dates have been scheduled for Covenant Health ANC members. All non-monetary language was signed off at the July meetings.

Monetary items will be discussed on Oct. 3 and 4.

040/011

With no effort to proceed with bargaining on the employer’s part, the bargaining committee felt they had no choice but to apply for mediation in an effort to get negotiations moving.

AUPE represents over 100 employees at St. Therese Villa in Lethbridge.

047 & 048 Extendicare: Agreement ratified Employees at eight of nine Extendicare sites around the province ratified a new agreement on Aug. 15. The agreement was achieved through mediation.

Highlights of the three-year agreement include 2.25-per-cent wage increases in 2015 and 2016, and an AHS ‘me too’ increase in 2017, as well as improvements to overtime and the health spending account.

Work continues with the mediator to finalize the agreement for Extendicare Michener Hill, which is the only facility that did not ratify the agreement.

047/003 & 004 Revera LTC: Application for mediation The bargaining committee for Revera employees at the Jasper Place, Miller Crossing, and South Terrace facilities filed for mediation on Aug. 8 in an attempt to secure a new collective agreement.

Items in dispute include the term of the agreement and monetary provisions, including wages, shift differential, benefits, and severance.

AUPE represents over 400 staff members between the three long-term care centres in Edmonton.

St. Therese Villa: Application for mediation

047/026

Following difficulties in scheduling bargaining dates, the employees of St. Therese Villa applied for mediation with their employer, Covenant Care, on March 10.

Lamont County Housing Foundation: Agreement ratified

20 DIRECT IMPACT

Employees of the Lamont County Housing Foundation ratified their first collective agreement on June 9.

Highlights of the new agreement include wage increases of 1.5 per cent in 2016 (five per cent market adjustments for some classifications), 2.5 per cent in 2017, and 2.5 per cent in 2018, along with improved shift differentials. The agreement was achieved in an atmosphere of respect for both parties.

AUPE represents over 40 employees of the Foundation, which runs three seniors care facilities in Lamont County.

047/034 Touchmark at Wedgewood: Agreement ratified Employees at Touchmark at Wedgewood ratified a new collective agreement on June 25.

Highlights of the two-year agreement include improvements to sick leave, vacation entitlement, and layoff and recall language. Wages will increase at the same rate as equivalent classifications with Alberta Health Services in a ‘me too’ agreement.

AUPE represents over 50 employees at the Edmonton seniors care facility.

048/007, 008, 009, 016 Carewest ANC: Mediation continues Mediation for Carewest Auxiliary Nursing Care employees continued on July 18 and 19. Most non-monetary articles were signed off, as well as one letter of understanding. Monetary items will be discussed at the next meetings on Oct. 24 and 25.

048/008, 009, 010 Carewest GSS: Mediation resumes Mediation for Carewest General Support Services members will resume on Sept. 12, after press time. The bargaining committee is hopeful that, following the arbitration award for AHS GSS staff, a new collective agreement can be reached in short order.

048/032 Bethany Care Society Didsbury: Employer rejects settlement Employees at Bethany Care Society’s Didsbury location are headed back into mediation after the employer rejected a mediator’s recommendation that the members had voted to accept on July 29.

The approximately 100 employees at the Didsbury facility joined AUPE in June 2015.

048/036 Sunrise Village Olds Encore: Employees join AUPE AUPE welcomed approximately 60 new members from Sunrise Village Olds Encore on July 7, following a worksite vote.

The employees sought union representation in an effort to standardize employee relations practices at their worksite.

The employer, Ontario-based Seasons Retirement Communities, recently purchased all Sunrise Village communities in Alberta. Sunrise Village Olds Encore is a 47-suite facility with varying levels of care available.

053 University of Lethbridge: Agreement ratified Employees at the University of Lethbridge voted in favour of a new collective agreement on July 21.

The one-year agreement includes a 2.25-per-cent wage increase, as well as increases to health and dental benefits, and increased night and weekend premiums.

AUPE represents over 400 support services employees at the university.

071/011 Bow Valley College: Agreement ratified Staff at Calgary’s Bow Valley College ratified their new collective agreement

on June 27. The one-year agreement includes a two-per-cent wage increase to all classifications.

AUPE represents over 250 nonacademic staff at the college.

071/014 Red Deer College: Agreement ratified Non-academic staff at Red Deer College voted in favour of a new collective agreement on Aug. 8.

Highlights of the one-year agreement include a two-per-cent wage increase, a $250 increase to the health spending account, and improved severance and personal leave provisions.

AUPE represents over 300 support staff at the college.

118/020 Special Areas Board: Application for mediation The bargaining committee for over 100 employees of the Special Areas Board filed for mediation with their employer on July 22 after the employer refused to adjust their offer to a fairer deal for employees.

In addition to demanding the union exempt several positions from the bargaining unit, the employer proposed salary increases of only 1.25 per cent per year over three years, in addition to other proposals for rollbacks and concessions by the union.

The Special Areas Board is a rural municipality of over five million acres, located approximately 250 kilometres east-northeast of Calgary.

118/021

Member Resource Centre

ONE NUMBER HELPING 87,000 MEMBERS If you’ve called AUPE lately, you already know the benefits of our Member Resource Centre. A team member 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

Edmonton Immigrant Services Association: Agreement ratified Following only three bargaining meetings, employees at the Edmonton Immigrant Services Association ratified a new collective agreement on June 28. The one-year agreement includes a three-per-cent wage increase.

AUPE represents over 20 employees at the not-for-profit association. < DIRECT IMPACT 21

Spotlight on finance from Executive Secretary-Treasurer Jason Heistad

AUPE is committed to supporting and promoting education for its members and their dependants attending post-secondary education. In today’s fast-changing labour market, workers need to get an education or continue upgrading their skills in order to effectively meet expectations in the workplace. Having worked in the post-secondary sector, I understand the challenges faced by today’s students. In addition to dealing with their courses and homework, students worry about meeting their financial commitments, such as food, rent, and textbooks. Governments have been reducing funds and subsidies allocated to post-secondary institutions, and so post-

secondary institutions have been increasing tuition and fees, transferring these costs onto students.

The Members’ Benefits Committee, through the Education Subcommittee, awards annual bursaries based on financial need for both members and their dependants. The Education Subcommittee meets once a year to review and approve bursary applications.

Three active and dedicated committee members consider applications based on these criteria: family income for both the member and the dependants; number of dependants attending post-secondary education; and the dependant’s initial travel/relocation to

ANNUAL BURSARY APPLICATIONS

2016

$1,300

TOTAL YEARLY BURSARY FUND $146,900 Applications Received Bursaries Awarded Individual Bursary Amount 22 DIRECT IMPACT

133

113

the post-secondary institution. The Education Subcommittee is currently working on identifying more criteria to assess bursary applications. The number of bursaries AUPE can provide to applicants is based on donations, as well as the interest generated by the capital in the fund.

The Education Subcommittee also coordinates the Brent Gawne Memorial Scholarship for students pursuing post-secondary studies.

This scholarship was approved at the 2004 Convention to raise awareness of privatization of public services. The scholarship of $2,500 is awarded to one recipient each year, and is open to any post-secondary student – not just AUPE members and their dependants – enrolled full-time at an Alberta institution.

Applicants submit a 2,000-word essay on a topic chosen annually by the Executive Committee.

An independent adjudicator then reviews the essays and chooses the scholarship recipient.

In 2016, 11 essays were submitted, and nine were submitted to the adjudicator (the other two essays did not meet the minimum word count). In 2015, 23 essays were received, with 20 submitted to the adjudicator.

Education is a human right and is essential to ensuring people become active citizens.

AUPE is working to help our members, their dependants, and Albertans to continue to attend post-secondary education in a fair and financially sustainable way. < In Solidarity,

Jason Heistad Executive Secretary-Treasurer

2015

$1,300

TOTAL YEARLY BURSARY FUND $126,100

125

97

2014 TOTAL YEARLY BURSARY FUND $60,200

125

63

$1,100

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

ALHI is proud of its ongoing work with AUPE in support of the union’s centennial project. We also appreciate the strong support from AUPE activists and leaders for our efforts to preserve and make public the vital, rich historical contributions of Alberta’s working people.

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!

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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