Direct Impact - Winter 2017

Published by the Alberta Union of Provincial Employees

WINTER 2017

BIG-TIME BARGAINING With up to 75,000 members heading into negotiations, AUPE prepares for its busiest year ever

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Direct Impact is published quarterly, with a circulation of more than 90,000.

WINTER 2017 CONTENTS

DI

FEATURES

We’re going to need more chairs AUPE is preparing for an unprecedented year in 2017, with up to 75,000 members heading into collective bargaining as pressure mounts on the provincial government to slash public spending amidst a struggling economy.

AUPE EXECUTIVE

8 President

Guy Smith

Public funding, private care Privately run seniors care operators are benefiting from public dollars even though they provide care less efficiently - so why are they allowed to use government funds to pad their bottom line?

Executive Secretary-Treasurer

Jason Heistad

12

Vice-President

Mike Dempsey

By the numbers - Austerity vs. Investment

Vice-President

Bonnie Gostola

With Alberta's economy struggling thanks to low oil prices, the calls to slow spending are growing louder and more persistent.

But does cutting public spending actually help lift an economy out of the dumps or does it just make everything worse?

Vice-President

Carrie-Lynn Rusznak

6

Vice-President

Glen Scott

Vice-President

Susan Slade

Vice-President

Karen Weiers

Got a story idea? We want to know what AUPE members are up to. Send your suggestions to editor@aupe.org.

From the President 4 Focus on AUPE 5 Labour News 16 Labour Relations Briefs 24 Spotlight on Finance 26 Steward Notes Inside

Executive Director

Carl Soderstrom Managing Editor

Desiree Schell Editor

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 was commissioned by AUPE in honour of its centennial celebration in 2019 and is inspired by traditional union banners of the past.

Mariam Ibrahim Contributors

Tyler Bedford Vanessa Bjerreskov Merryn Edwards Reakash Walters 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

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

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FROM THE PRESIDENT

Greetings! I want to wish you, your family and loved ones a happy new year. I also want to let you know that your union has firmly focused its energy, resources and expertise on this year’s upcoming rounds of negotiations.

In fact, 2017 will be the busiest year in AUPE’s long and proud history when it comes to collective bargaining. Up to 75,000 of our 90,000 members will be represented at dozens of bargaining tables in all the sectors AUPE represents, each one filled with the hard-working women and men on the front lines protecting the safety, health and security of Albertans.

There is no doubt that the lion’s share of public and political attention will be focused on bargaining between AUPE and the Government of Alberta itself, where we will be working hard to secure a new collective agreement for our 22,000 members in front-line Government Services.

This, like all other rounds of negotiations, will be challenging on a number of fronts.

We know that the Alberta economy has suffered as a result of the reliance on volatile and depressed resource revenue. We know that now, more than ever, Albertans rely upon the social fabric of public services to support communities, families and the province as a whole through these difficult times. We know that, despite these challenges, there are opportunities to have successful rounds of bargaining that focus on all aspects of the collective agreement that provide support and security to our members.

Yes, we need to be creative. Yes, we need to be agile and ready to take advantage of the shifting dynamics around collective bargaining. And yes, we need to do all we can to ensure that stable, effective and responsive 4 DIRECT IMPACT

services are there for Albertans when they need them.

That’s why these rounds of negotiations, if they are conducted in a progressive, respectful and meaningful environment, are so important and will potentially have long-term positive impacts on the lives of our members.

Likewise, bargaining that is acrimonious, regressive, and concessionary will have longterm negative impacts on our members, services to Albertans and our important relationships with the government and other employers.

The most significant aspect of successful and productive negotiations is your involvement, engagement and awareness as an AUPE member. To that end I encourage you to keep your eyes open for communication from AUPE about bargaining surveys, updates and notices for meetings or events around negotiations. Your participation is essential to supporting your bargaining committee as they work hard to get the best possible collective agreement for you at the table.

Rest assured that your AUPE executive leadership team, which recently welcomed newly elected Vice-President Bonnie Gostola, is committed to ensuring that the resources, processes and determination are in place to help you be engaged as much as possible in negotiations.

Never before have so many of our members, along with other unions, been in collective bargaining at the same time. Never before have we had the level of challenges, opportunities and the need for membership engagement than we do right now. Sisters and brothers, because of this, we all need to work together and support each other like never before as we move forward into 2017.

In Solidarity,

Guy Smith AUPE President

FOCUS ON AUPE CONVENTION 2016 More than 1,100 delegates, observers, life members and others packed the Shaw Conference Centre for AUPE’s 40th Annual Convention this past October.

The gathering was a special occasion, marking four decades of AUPE’s history in Alberta. Delegates and other guests had the opportunity to learn more about the union’s important place in the province through displays and historical artifacts. An exciting executive election also took place, with Bonnie Gostola winning the position of vice-president after four ballots.

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BY THE NUMBERS

Austerity. It’s the big buzzword during economic downturns and has been touted by some as the solution to lower government revenues and poor economic growth. But is that really true? European countries have adopted austerity policies since 2008 and the results have been drastic. Cuts on public spending often trickle into the economy, meaning citizens have less money to spend, local businesses see fewer customers, and the government takes in less tax revenue. By contrast, boosting public spending in down times can lead to economic growth as the wages of public employees ripple through the community.

SPENDING MONEY, CREATING GROWTH

What does investing in the future actually look like? Let’s add $10 million in public sector spending and watch it grow as it creates jobs, resulting in wages flowing through the provincial economy. To put that figure in perspective, consider that in the last fiscal year Alberta Health Services spent $13.6 billion.

INVEST $10 MILLION IN

UNIVERSITIES

92

93

JOBS CREATED

309 6 DIRECT IMPACT

124

INVEST $10 MILLION IN

OTHER GOVERNMENT SERVICES

$6.3 MILLION

$6.5 MILLION

$6.5

MILLION

WAGES ADDED TO THE ECONOMY

INVEST $10 MILLION IN

HEALTH CARE & SOCIAL ASSISTANCE

$15.3 MILLION

$19.8 MILLION

$15.8 MILLION

TOTAL ECONOMIC OUTPUT GENERATED

$19.3 million $50.9 million Source: Alberta Economic Multipliers 2011: published 2015 by Alberta Treasury Board and Finance. Table 5. Alberta Total Multipliers.

THE CASE AGAINST AUSTERITY

In the midst of job losses, fiscal crises, bankruptcies, and overall financial uncertainty, spending announcements by government are usually met with cries of, “Stop wasting my tax dollars!”

But we can take a lesson from Europe, which has spent eight years under austerity policies.

DECLINING ECONOMIES JOBS FOR THE PEOPLE

The austerity model seems to ignore one key to a strong economy: people need to work so that products can be purchased, taxes can be paid, and the economy can grow. When austerity was forced on the struggling economies of Europe, millions of people were thrown out of work, and many are still unemployed. A study by Social Europe concluded that if austerity measures had been only half as severe as they were, many more people would be employed today.

IRELAND

-50,000 PORTUGAL

-150,000

Many European economies have still not recovered and are presently smaller than they were in 2008.

Even for the European economic giants, austerity has slowed growth.

GREECE

SPAIN

PORTUGAL

GERMANY

-27.6% -6.5% -4.5% +5.5% Since 2008, Greece has been the poster child for fiscal management run amok. The EU plan was to solve the Greek crisis through deep cuts and harsh austerity. More than eight years later the Greek economy is stagnant, and 27-per-cent smaller than pre-austerity.

In contrast, Spain’s new minority government plans to introduce new cuts and austerity measures. With unemployment at 20 per cent (and 50-per-cent youth unemployment) additional cuts could damage an already fragile recovery.

With an economy that is still 4.5 per cent smaller than it was in 2008, Portugal is one of a handful of EU countries trying to push back against austerity. Portugal’s new government passed a budget in early 2016 that begins to reverse austerity measures, but it’s not enough.

Even the German economy has slowed.

With Germany being tied so closely to the rest of the continent, it is not surprising that austerity forced on its neighbours has cooled its usually redhot economy, with growth of just 5.5 per cent above 2008 levels.

ITALY

-275,000 GREECE

-300,000 SPAIN

-525,000 THIS ADDS UP TO

1.3 MILLION

FEWER JOBS IN THE HARDEST HIT EUROPEAN COUNTRIES Source: https://www.socialeurope.eu/2016/03/ austerity-crippled-european-economy-numbers/

POVERTY RISES

Various studies have concluded that an increase in poverty is a direct result of fiscal austerity policies. In England, it is expected that one out of every four children will be living in poverty by 2020 because of cuts to social assistance and other austerity policies.

24.6%

European Union citizens currently considered at (122 MILLION) risk of poverty.

ENGLAND’S PUBLIC DEBT PROBLEM Austerity measures are touted as a way of slaying a country’s debt monster, but they have been proven to have the opposite effect. A government’s debt-to-GDP (gross domestic product) ratio is used by economists to evaluate the strength of a country’s economy; the lower the ratio, the stronger the economy. England’s debt-to-GDP ratio skyrocketed 40 per cent in 2013 after four years of austerity.

PUBLIC DEBT IS

56.6% OF TOTAL GDP 2009

PUBLIC DEBT GROWS TO

90% OF TOTAL GDP 2013 DIRECT IMPACT 7

8 DIRECT IMPACT

As AUPE gears up for its busiest year ever with up to 75,000 members across all four sectors at the bargaining table, one thing is clear...

WE’RE GOING TO NEED MORE CHAIRS As the provincial government prepares to table its annual budget in the coming months, a familiar tune is playing in Alberta’s political scene.

With a $10-billion deficit looming, a sluggish economy and a provincial unemployment rate of 8.5 per cent, the usual suspects among Alberta’s opposition parties have once again taken up their loud and persistent refrain to cut public spending at any cost.

The calls to slash the public service are nothing new – for decades, right-wing parties in Alberta have gone back to that uninspired way out, even though austerity measures have been shown to worsen the social side effects of economic instability for citizens.

But this message is particularly troubling in 2017 as up to 75,000 AUPE members are preparing to enter bargaining. It makes for a historic year, where the highest ever percentage of the union’s membership will be in contract negotiations.

That includes dozens of contracts that have either already expired or will be expiring this year, affecting members across the four sectors represented by AUPE: health care, education, Government of Alberta, and boards, agencies and local governments.

It’s going to be an unprecedented round of bargaining for another reason, too: for the first time the majority of AUPE members will have the legal right to strike, thanks to the 2015 Supreme Court ruling protecting that right under the Canadian Constitution.

By Mariam Ibrahim Communications Staff

DIRECT IMPACT 9

We need creative solutions for one of the most challenging economic situations we have faced in a generation. We need employers to engage honestly and collaboratively in this process to find new ways to continue providing quality services we rely on every day.

Guy Smith, President

10 DIRECT IMPACT

“Collective bargaining is always a challenge but we know that in 2017 it will be especially tough, given the economic downturn and the pressure being put on the NDP government to bend to right-wing interests in this province,” said AUPE President Guy Smith. “But we have always resisted the government’s and other employers’ attempts to scapegoat public sector workers and balance their books on the backs of these hardworking Albertans, and we will continue that fight this year.”

Smith said AUPE negotiators continue to work on their monetary proposals as the union begins this round of bargaining, but there will also be a focus directed at the language contained in collective agreements. “It’s an important opportunity to bring a host of other work-related issues to the table, so many of which impact our members’ lives at work every day,” he added. Collective agreement language affects everything from job security and workload to health and safety concerns.

“The goal is to build stability into the system,” said Smith. “That can only be done with a firm commitment from the government and other employers that a fairly compensated workforce means better quality services provided to the Albertans who depend on them daily.”

And in an economic downturn, it is more crucial than ever to safeguard those public services and ensure they remain available to Albertans who rely on them.

In the past, Alberta governments have attempted to cut their way back to prosperity, gutting the public service and causing mass layoffs in the process, while completely neglecting public infrastructure, leading to crumbling roads, bridges, hospitals and schools.

Ralph Klein’s Progressive Conservative government was the worst culprit of this

slash-and-burn approach, hollowing out public services in the name of slaying the deficit and eliminating the province’s debt – but at what cost?

Program spending in Alberta went from a high mark of $12,000 per capita in 1986 to roughly $7,000 per capita a decade later, taking a real toll on the province. It would take more than a decade for spending levels to recover, but they still haven’t returned to 1986 levels.

Despite that, the myth that Alberta’s public spending is out of control stubbornly persists. The official Opposition and some right-wing lobby groups continue to repeat the assertion that Alberta can afford to cut because we are so inefficient with our public dollars, spending more than any other Canadian province, but research has time and again shown that to be false.

In fact, according to a report produced recently by the Parkland Institute, Alberta falls among the middle of the pack, with government expenses totalling just over $10,000 per capita – by comparison, Newfoundland spends nearly $15,000 per capita. And, in Alberta, inflation is the highest of any province at 32 per cent, making those services cost more here than they would elsewhere.

What’s more, when Alberta’s public spending is measured against the provincial gross domestic product (GDP) – a measure accepted by most economists – the province falls to the bottom of the pack. Alberta’s public spending amounts to just 13 per cent of the GDP. The next highest province, Saskatchewan, spends the equivalent of 17 per cent of its GDP, while the national average is 22 per cent.

“Governments are often tempted to silence their critics by cutting spending in areas like health and infrastructure and education when economic times are tough, but the opposite

HERE WE GO AGAIN As the chorus of calls for cutbacks grows louder, it’s a reminder of the pushback against the Klein government’s efforts to slash the public service in the mid-1990s.

never happens when the economy bounces back and the province is enjoying prosperity,” Smith said. “Instead, the bare minimum is maintained until the next economic downturn, when governments attempt to chip away at public services even more.”

But even as demand increases, staffing levels are decreasing. There is already discussion among AHS executives to begin curtailing workforce hours in an effort to cut costs through yet another ill-conceived, short-sighted streamlining effort dubbed Operational Best Practice. This new campaign still fails to take into account the voices, perspectives and, most importantly, experiences of front-line workers.

In November, AHS and AUPE signed Letters of Understanding ensuring there will be no loss of full-time equivalencies and no reduction in compensation during any restructuring within the system, but the pressure to cut costs is evident.

Positions are being left unfilled, and employees are doing more with less, resulting in a decrease in quality.

Smith says the upcoming collective bargaining process will include a focus on the provision of quality services through col-

lective agreements, by empowering the front lines and providing them with more control over their worksites, including how schedules are created and the best practices for providing services.

“We need creative solutions for one of the most challenging economic situations we have faced in a generation. We need employers to engage honestly and collaboratively in this process to find new ways to continue providing quality services we rely on every day,” Smith said. “It’s important to listen to

the people who have first-hand knowledge and experience delivering those services.

They know how to do it better.”

With increased pressure at the bargaining tables comes increased pressure on AUPE and the union’s resources. It’s why AUPE has increased its staffing levels, particularly related to Essential Services Agreements.

“It’s true 2017 will be an especially challenging year for AUPE, but the union is prepared for the task and ready to represent all of our members’ interests at the bargaining table,” Smith said. <

AUPE and AHS sign letters of understanding to protect members Following concerns raised last fall by members over layoffs at Alberta Health Services, AUPE and AHS signed Letters of Understanding that protect members working in both Auxiliary Nursing Care and General Support Services.

The letters were signed following discussions with AHS over its restructuring program, dubbed Operational Best Practice, and the effects it would have on AUPE members working at AHS facilities across Alberta. <

The letters ensure those members will see no reduction of full-time equivalency or any reduction in their compensation as a result of any restructuring. The letters remain in effect until March 31, 2018.

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12 DIRECT IMPACT

PUBLIC FUNDING, PRIVATE CARE Private seniors care operators provide less care, are not as efficient and are not at all transparent compared to publiclyrun facilities. So why are these private facilities receiving more and more taxpayer dollars?

A demographic wave has been building for quite some time—Albertans are getting older and the proportion of those over the age of 85 is steadily growing. But as that line on the population graph rises, the number of residential care beds available to Alberta seniors continues to flatline.

“Seniors care workers and family members of residents will tell you that, until you experience it first-hand, it’s hard to imagine just how difficult it can be,” said AUPE Vice-President Carrie-Lynn Rusznak. “Our members in seniors care see how hard it is for family members trying to move a loved one into residential care, and the challenges they experience advocating for quality, affordable care don’t stop even after they’ve secured a spot.”

Successive governments have seen this problem building for decades, but too often Alberta’s seniors care crisis slips down the priority list, lost in the noise of rising and falling oil prices and other pressing concerns. The temptation is strong to simply offload the problem, to put some wiggle room between Albertans' expectation that our seniors will receive quality care and the role of government in ensuring that need is met.

Since the Klein era, the Alberta government has quietly adopted a policy of moving away from publicly delivered long-term care and toward non-unionized, lower-cost, privately run seniors care. Between 1999 and 2009, long-term care bed numbers plummeted while private assisted living (now called supportive living) beds grew by 187 per cent.

A recent study by the Parkland Institute compared the levels of care provided in publicly and privately operated (both non-profit and for-profit) facilities. The study

By Merryn Edwards Communications Staff

DIRECT IMPACT 13

2) Private seniors care operators can use funding intended for wages for other purposes, including profit.

3) The salaries of private seniors care executives at publicly funded facilities are disclosed on Alberta’s “Sunshine List.”

4) Information about the amounts and uses of public funding received by private seniors care operators is publicly available.

5) Private seniors care operators are fighting in court to prevent documentation of their uses of public funding from becoming public.

Answers:

workers can make some headway through the negotiations process. Alberta Health Services funds private seniors care facilities, earmarking the portion of that funding intended to cover the wages of frontline workers. Yet AHS does not prevent these operators from skimming off some of that funding to use for other purposes, including retaining it as profit.

Private seniors care operators have shown that they will fight to keep their uses of public funding a secret. In 2014, Alberta’s Privacy Commissioner granted a Freedom of Information Request from AUPE, which ordered AHS to release documentation about how several private seniors care operators had been using AHS funding. However, the documents have yet to be made public due to legal challenges brought forward by the operators, claiming that making such information public would hurt their business interests.

“Other agencies and institutions that receive public funding are required to be more transparent through mechanisms like the so-called ‘Sunshine List’ that reports all salaries over a certain threshold,” said Rusznak. “It’s outrageous that, when it comes to seniors care, this level of secrecy and lack of accountability is still permitted.

“We just have to face the fact that the crisis in Alberta’s seniors care system is not going away. Shining a light on the problems with the uses of public funding by private operators is an important step we need to take to face the problem head on.” <

1) Only non-profit seniors care operators can receive public funding to cover wages for frontline staff.

1) FALSE – Seniors care facilities that run on either a for-profit or a non-profit basis can receive public funding to provide care.

14 DIRECT IMPACT

Carrie-Lynn Rusznak, Vice-President

QUIZ

2) TRUE – Alberta Health Services (AHS) provides funding intended to cover wages of seniors care staff, but they do not prevent operators from skimming from this funding for other purposes or retaining part of it as profit.

“Too often it is left to the workers themselves in private seniors care facilities to demand some accountability from their employers by forming a union and insisting on respectful treatment of both workers and residents alike.”

Uncovering the details of how private operators use public funding can be difficult, if not impossible, although unionized

We just have to face the fact that the crisis in Alberta’s seniors care system is not going away. Shining a light on the problems with the uses of public funding by private operators is an important step we need to take to face the problem head on.

3) FALSE – Although a huge portion of their operating budgets come from public funding, private seniors care operators do not have to disclose their executive salaries in the same way as other institutions, such as colleges and universities.

Mike Dempsey, Vice-President

TRUE OR FALSE

4) FALSE –AHS does not publish information about how much public funding private seniors care operators receive or what they use that funding for.

Not only do private facilities offer less care less efficiently, they are also not transparent about their uses of public funding.

PRIVATE SENIORS CARE FUNDING

5) TRUE – In 2014, the Privacy Commissioner approved AUPE’s Freedom of Information Request that AHS release documents about the funding of private seniors care operators, but the information has yet to be disclosed due to court challenges.

compared the different types of facilities against a recommended benchmark of 4.1 hours of care per day, a standard set by a landmark U.S. study as a minimum to limit preventable decline in the health of residents.

Publicly run facilities operated by Alberta Health Services came closest to meeting this standard at an average of 4.0 care hours per day, whereas privately operated non-profit and for-profit facilities averaged only 3.0 and 3.1 care hours per day respectively. The study also found that publicly run facilities were able to focus more efficiently on providing care, with less money spent as a proportion of their overall budgets on administration and more spent on direct care staff.

These figures beg the question—if Alberta Health Services can provide more care more efficiently than private operators, why is the majority of funding for seniors care being directed to private operators? Although the current NDP government campaigned on a platform that included a commitment to creating 2,000 public long-term care beds, Alberta Health Services continued to direct funding to private facilities in 2015 and 2016.

“Not only do private facilities offer less care less efficiently, they are also not transparent about their uses of public funding,” said AUPE Vice-President Mike Dempsey.

Steward Notes

sn

VOL. 10 • ISSUE 1 • WINTER 2017

Health workers and workplace influenza policy Union Stewards can encourage members to be vaccinated, but you should also be prepared to support health care workers who aren't vaccinated in the event of an outbreak at their worksite.

By Mary Kehoe Senior MSO Adviser

Influenza or “the flu” is a highly contagious viral infection of the airways. It is referred to as “seasonal” influenza because these viruses circulate annually in the winter season in the northern hemisphere.

The timing and length of an influenza season varies from year to year. Outbreaks can happen as early as October, but most often activity peaks in January or later.

Outbreaks occurring in April and even May are also not uncommon.

Those infected with influenza can spread the disease to others before they experience signs or symptoms of the illness themselves.

Some can be infected but experience no symptoms and still spread the virus to others. This is important to recognize, especially by those in caretaking positions, such as parents and health care workers.

STEWARD NOTES 1

sn AUPE encourages all members to get an influenza vaccination if they can safely do so, but making flu shots mandatory for workers is a serious intrusion on their freedoms and personal autonomy. Although employers cannot force workers to receive vaccinations, a Labour Board decision in an AUPE/Carewest case in 2000 did uphold employersâ&#x20AC;&#x2122; rights to implement certain policies in the event of an influenza outbreak.

Health care facilities will implement outbreak control and infections policies when an influenza outbreak is reported.

The Medical Officer of Health will determine if an outbreak has occurred and will issue the following directives for nonimmunized workers.

Workers who have not already been vaccinated can opt to receive the influenza vaccine immediately and begin an oral antiviral medication, typically one called Tamiflu, and continue to take the oral medication for two weeks, or until the outbreak is declared over by the Medical Officer of Health. After receiving the influenza vaccination, it takes two weeks

to develop the required immunity. Workers can continue to work during the outbreak in these circumstances.

A non-immunized worker may also choose to begin the Tamiflu medication and not receive the influenza vaccine. They must, however, continue to take the medication for the duration of the outbreak in order to be allowed to continue working throughout its duration. If there should be a later outbreak, the worker would once again be required to begin the oral medication and continue it for the duration of the outbreak, as the individual would not have developed immunity to the virus.

If the worker chooses neither of these options, the employer will exclude them from working in the affected unit or facility and redeploy them to uninfected areas if possible. If this is not possible, they will be placed on an unpaid leave of absence or, in some cases, be allowed to access vacation time for the duration of the outbreak.

Union Stewards can play an important role in helping their members to understand workplace influenza prevention policy. You

can help encourage your members to be vaccinated, but also work with those who choose not to be vaccinated to minimize potential problems and understand their rights in the event of an outbreak. <

Flu Facts Vaccines are available free to any Albertan six months and older.

More than 1.1 million vaccines were administered during last yearâ&#x20AC;&#x2122;s flu season.

More than 5,300 cases of labconfirmed flu were recorded last year.

Of those, 1,698 Albertans were hospitalized with the flu in six months.

Roughly 61 per cent of Alberta Health Services employees were vaccinated during the 2015/16 season.

Flu causes more emergency room visits in the province than strokes.

Flu was confirmed in 62 Alberta deaths in the 2015/16 season.

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.

2 STEWARD NOTES

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Union Democracy in Action

By Merryn Edwards Communications Staff

Most AUPE locals and chapters will hold their Annual General Meetings (AGMs) between January and May. Union Stewards can help members to understand the importance of these meetings and encourage them to make their voices heard.

Your local or chapter AGM is an opportunity to elect your AUPE representatives to speak for your interests. AGMs are also a chance to meet other members, find out what your union is up to and learn how to get involved.

For members who have never attended a union meeting, a personal invitation from a Union Steward can go a long way. Try to take the time to reach out to as many members as possible to encourage them to attend their AGM and let them know what to expect.

One of the most important activities at AGMs is the election of the local or chapter executive and other representatives. In some cases, nominations can be made ahead of time. If you are not sure about the nomination procedure, get in touch with the component executive.

In addition to inviting members to attend their AGMs and help elect their representatives, Union Stewards can help to encourage members to think about putting themselves forward for election.

Sometimes people will need a lot of encouragement. Don’t give up. The most important thing to communicate is that AGMs are a key way that members can have a vote and a voice in their union. <

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.

Prerequisite courses and Foundations for Union Stewards are offered at various AUPE offices from September to June. Check www.aupe. org/training/ for registration information.

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

AGM Elections Locals and chapters elect the following positions at their AGMs: • The chair supervises the component’s activities and should become familiar with the activities of AUPE overall.

She calls membership and executive meetings and assigns duties to the vice-chair as required.

• The vice-chair assists the chair with his duties and may act as chair when requested.

• The secretary records accurate minutes of all meetings and maintains all books, records and minutes.

• The treasurer controls all financial and accounting documents and records. Locals and chapters may choose to combine the duties of the secretary and treasurer into a secretary-treasurer position.

• Convention delegate nominees are also elected by chapters (one nominee for every one hundred members) to attend AUPE’s annual Convention. Locals elect the delegates from the pool of nominees elected at the chapter level. Locals without chapters skip the nominee stage and elect Convention delegates directly.

• Area council representatives are also elected at the chapter level as well as in locals without chapters.

These representatives work within their geographical area to promote the social and general welfare of the membership through activities such as Christmas celebrations, barbeques and other social events, as well as discounted movie passes or other great deals.

• Local council representatives and alternates in the case of chapters, and provincial executive representatives and alternates in the case of locals are also elected to represent the membership at the next level of AUPE’s organization.

• Occupational health and safety liaisons (elected by locals) focus on the OHS concerns of their membership and also report to the AUPE OHS Standing Committee.

• Bargaining committee representatives may also be elected at the chapter or local level if the collective agreement is up for renegotiation.

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. A new online registration system rolled out last year makes signing up for education courses easier then ever. Here’s a quick look at some of the functions that make online registration a breeze.

Steward Notes is published by the Alberta Union of Provincial Employees to provide information of 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

THE NEW ONLINE REGISTRATION Enables you to register yourself in AUPE courses through the AUPE website

• Walks you through registering for courses and ensuring appropriate prerequisites

• Counts down the number of spaces left in a course

• Keeps track of your course registrations • Allows for automatic waitlists • Notifies you of new courses in your area • Contains your education history • Stores copies of all AUPE Education certificates ONLINE REGISTRATION AT A GLANCE Sign in to the online registration system available at www.aupe.org/training/ using your member number

•

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

• • Confirm your attendance and attend the course

Receive an acceptance email a few weeks prior to the course

4 STEWARD NOTES

Mike Dempsey Bonnie Gostola Carrie-Lynn Rusznak Glen Scott Susan Slade Karen Weiers Executive Director

Carl Soderstrom Managing Editor

Desiree Schell Editor

Merryn Edwards Contributor

Merryn Edwards 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.

Story suggestions for Steward Notes may be submitted for consideration to 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

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_ DIRECT IMPACT 15

LABOUR NEWS

A Warm Welcome 40th Convention sees election of newest VP, Bonnie Gostola The Alberta Union of Provincial Employees’ annual Convention was held in mid-October at the Shaw Conference Centre in downtown Edmonton and saw more than 1,100 delegates, executive, staff, media and guests come together to celebrate the 40th birthday of Alberta’s largest union.

One of the most exciting elements of Convention was the byelection to replace longtime vice-president Erez Raz, who stepped down to take an occupational health and safety representative position at AUPE headquarters in Edmonton.

The byelection was the first order of business on Friday morning with eight candidates on the ballot. After an exciting four rounds of voting, delegates elected Local 045 member Bonnie Gostola as AUPE’s newest vice-president.

“I’m looking forward to advocating for AUPE membership in my new role. Thank you for trusting me with this responsibility,” Gostola told the union shortly after her election.

For 29 years Gostola has worked as a health care aide in long-term care at the High River 16 DIRECT IMPACT

Hospital. She became the Local 045 Chair in 2014 after serving as a Local Council Representative for several years. Fifteen years ago she became actively involved in AUPE, taking on roles first at the chapter level, then at the local level and recently the provincial level on the Legislative Standing Committee, and as a liaison with the Centennial Committee. She began taking AUPE’s education courses and learned how to be an effective union activist.

Gostola comes from a labour background.

Her father was a union member and her uncles and grandfather were unionized sugar beet factory workers in southern Alberta.

Her great grandfather was a unionized coal miner in Lethbridge. She was raised on the farm and learned her strong work ethic from that upbringing.

She is married to husband Lorne Ryan and has one son, Logan, and three grandchildren, Isaac, Reagen and Kaiden. She has a long-time connection with Softball Alberta and Softball Canada, both as a player and an umpire.

Bonnie is an avid golfer and loves to camp.

I’m looking forward to advocating for AUPE membership in my new role.

Thank you for trusting me with this responsibility.

Bonnie Gostola, Vice-President

She is excited to begin her journey in the demanding role as an AUPE vice-president and would like to remind members, “together we make the union strong.”

Gostola joins President Guy Smith, Executive Secretary-Treasurer Jason Heistad and fellow Vice-Presidents Carrie-Lynn Rusznak, Susan Slade, Karen Weiers, Glen Scott and Mike Dempsey on the Executive Committee. <

LABOUR NEWS

Stepping Up Safety

AUPE adds capacity to help members stay safe and manage recovery Occupational health and safety has been one of AUPE’s main focuses since its inception. For 40 years, AUPE has educated and empowered members, advocated for those who have been injured or who have long- or short-term disabilities, and worked together with employers and members to ensure everyone’s safety at work.

AUPE’s so-called OWL department handles all occupational health and safety (O), workers’ compensation board (W), and long-term disability (L) issues for AUPE’s 90,000 members. The department started with Dennis Malayko in 1977, and increased in the 1990s to four staff members. Since then, however, AUPE’s membership has doubled in size, and cases are only increasing in complexity.

“There have also been some big changes recently,” said Malayko. “We’re full-time partners on many OHS committees among our larger employers, rather than the piecemeal representation we had before. We’ve also seen a huge increase in issue reporting as a result of our online OHS issue reporting form. All of this meant that we really needed more capacity.”

As of fall 2016, three new union representatives have been hired for the department.

Trevor Hansen and Erez Raz will work out of Edmonton, while Diana Griffith will be based in AUPE’s Calgary office. They will be participating in all aspects of the advocacy the department does for members, from safety issues to working on disability appeals to helping members through the WCB process.

“This is some of the most important work the union does,” said Hansen, who has been with AUPE since 2011 as a membership services officer. “Educating our members and advocating for their safety and health have huge impacts, not just at an individual level, but for other members at the worksite, residents and clients, and Albertans as a whole.”

Raz, who chaired AUPE’s Occupational Health and Safety committee for seven years as a vice-president, says awareness about OHS issues has increased. “Things like psychological injuries, short-staffing, and workplace violence are on members’ radar more, and they’re asking for the union’s help to resolve those issues.”

“Providing seamless support is vital to increasing safety on the worksite,” said Griffith, who came from Local 003 to join AUPE’s staff as a membership services officer in 2008. “If I had been able to take the courses that we have now back when I was on my site’s OHS committee, I would have been a far more effective advocate. I’m looking forward to working with our members to empower them as advocates.”

Another reason for the staff increase is succession planning, as Malayko plans to retire in early 2018 after over 40 years in his role.

“There is a lot of information I want to pass on,” said Malayko. “There have been ups and downs, but every step we’ve taken has been towards helping people stay safe and get help when they need it. I’m going to miss it, but it’s time to pass the torch.” <

Report worksite health and safety problems to AUPE using our online Health and Safety Reporting form. Using this form helps us track trends in health and safety issues, and also allows us to begin advocating on your behalf quickly and efficiently.

Your report is emailed directly to representatives in our OWL department and the OHS Standing Committee chair. Go to www.aupe.org/hsreporting/

Rolyn Sumlak Awards AUPE’s Occupational Health and Safety (OHS) Standing Committee honoured Marjorie Hooker and Roy Jackman for their commitment to workplace safety with the Rolyn Sumlak award.

The award, named for an AUPE member who was killed on the job while working for the provincial government, recognizes members who show dedication to health and safety advocacy.

Hooker, a Local 054 member who works in housekeeping at Edmonton’s Cross Cancer Institute, advocated for new measures to protect support workers exposed to cytotoxins, which may be present in the bodily fluids of cancer patients undergoing radiation therapy.

Jackman, a Local 003 member and Correctional Peace Officer at the Edmonton Remand Centre, is a longtime activist who helps inform members about their right to refuse unsafe work.

Rather than being handed out at Convention, next year’s award will be presented during AUPE’s ceremony for the National Day of Mourning for workers killed or injured on the job.

Applications for 2017 recipients must be received by AUPE’s OHS committee by the first week of March. <

DIRECT IMPACT 17

MEMBER PROFILE

Dama Diriye Local 118/021 Edmonton Immigrant Services Association

18 DIRECT IMPACT

Helping people in her community is simply a fact of life for Dama Diriye.

As a settlement worker in the provincial capital, working in schools and libraries, it’s what she does every day.

So Diriye was surprised to learn her efforts made her one of six women presented with the 2016 Daughter of the Year award during a ceremony held at City Hall in Edmonton.

Diriye is an employee of the Edmonton Immigrant Services Association and a member of Local 118/021.

Throughout her five years with the Association, Diriye has found great satisfaction and meaning in helping immigrants and other newcomers to Canada access resources and navigate their way through a foreign system and culture.

Her work takes her into public schools in Edmonton, including Queen Elizabeth High School, along with public library branches, which she notes are important resources for newcomers who may not otherwise have access to the services they provide.

Part of Diriye’s work also includes designing important programs to help newcomer students succeed at school by overcoming cultural and language barriers.

Her contributions to Edmonton’s community have become even more important in the last year as thousands of refugees fleeing the war in Syria have made Canada and Edmonton their new home.

Diriye says all of her efforts come with the territory as an employee of Edmonton Immigrant Services Association. She was surprised to learn she’d been nominated for an award.

“I wasn’t expecting it at all. It was really great,” Diriye says. “It feels good to know my work is making an impact, that I am doing good work in the community.

“It’s a great honour.”

Daughter’s Day was first marked in Edmonton in 2012 to celebrate the importance, achievements and contributions of daughters as part of efforts to end gender-based discrimination against women and girls all over the world. <

LABOUR NEWS

Photo courtesy of Southern Alberta Institute of Technology

Blast from the Past 1966 time capsule built by AUPE’s predecessor opened during SAIT centennial When the Southern Alberta Institute of Technology in Calgary held its centennial celebration last October, it literally dug up the earth to find some of its figurative roots.

The festivities, held in mid-October, included a giant cake, fireworks and – most compelling – the opening of a time capsule planted on SAIT grounds 50 years ago by members of the Civil Service Association of Alberta, the precursor to the Alberta Union of Provincial Employees.

“What an exciting day it was to see this time capsule that was built by our sisters and brothers a half century ago unveiled right

The members who built this [time capsule] were the same ones who helped make SAIT the celebrated institution it is today.

Karen Weiers, Vice-President

before our eyes,” said AUPE Vice-President Karen Weiers, who attended the ceremony.

“The members who built this were the same ones who helped make SAIT the celebrated institution it is today.”

Among the items retrieved from the time capsule were a phone book from 1966 with

Above: Dignitaries unveil the commemorative plaque at the placing of the time capsule in 1966.

Right: Retired CSAA member Merv Parker. Parker helped build the time capsule and was on hand to watch its unsealing.

SAIT on the cover, a recording from SAIT’s president at the time and various letters and newspaper clippings of the era, all immaculately preserved.

But the most intriguing part of the time capsule’s history wasn’t in the box, but rather, in the audience.

Merv Parker, who watched the unveiling, was Chapter Chair of his CSAA Branch. He was in the metals department and was one of the members who designed and built the box that would be put in the ground and dug up 50 years later.

“The time capsule idea came to us in the metals department. They needed a box so we designed and built the box. We put it all together then we sealed it, and here it is. It’s really something.”

Parker said his time with the CSAA was rewarding.

“I had a great job, with a lot of great people.

I got to attend CSAA conventions and learn about all the things my union did for me.”

Both Vice-President Weiers and SAIT Local 039 Chair Rose Read thanked Parker for his service as a teacher and member. <

While CSAA members were filling and burying their time capsule the rest of the world kept moving along. Here are some other exciting things that happened in 1966.

Cowboys & Aliens Frontier drama Bonanza was the most popular show on TV, while Star Trek made its maiden voyage into popular culture.

Technicolor Canada CBC began broadcasting in colour, a first for Canada.

Passing of a Legend Walt Disney died on Dec. 15.

Securing the Future The Canada Pension Plan was created.

Habs Win! Habs Win! The Montreal Canadiens won the Stanley Cup. The Boys from Liverpool The Beatles released Revolver.

Muscled Up Ford sold about 550,000 Mustangs, making it the most popular car that year.

DIRECT IMPACT 19

LABOUR NEWS

Celebrating 40 Years of Activism AUPE’s Centennial Committee put the finishing touches on its first year of programming at this year’s annual Convention, where the fruits of months of labour were put on display.

The highlight for the committee was helping Convention delegates celebrate AUPE’s 40th anniversary by creating a series of illustrated displays that provided a vivid overview of the union’s formation and growth over the decades. Union and labour artefacts, some dating back all the way to 1921, were included in several informative displays. Over 1,100 delegates learned about AUPE’s unique and exciting history.

“I am very proud of all the Centennial Project volunteers who came together to help us celebrate our 40th anniversary and was pleased to see hundreds of delegates interacting with our educational displays at Convention,” said Vice-President Glen Scott, who chairs the Centennial Committee.

The Centennial Project is shifting programming to focus exclusively on AUPE’s 100th anniversary in 2019. That anniversary

marks the formation of AUPE’s predecessor, the Civil Service Association of Alberta. The project’s main objective in 2017 is to develop the educational and promotional material for the Centennial and to help give members a deeper understanding and appreciation for the history of their union and the broader legacy of working class history in Alberta and Canada. <

Voices in Action I am very proud of all the Centennial Project volunteers who came together to help us celebrate our 40th anniversary.

Glen Scott, Vice-President & Centennial Committee Chair

With AUPE's 40th anniversary behind us, it's time to turn our gaze toward the union's centennial milestone in 2019, marking the creation of its predecessor, the Civil Service Association of Alberta.

A lot has changed in Alberta over the past 100 years, but many other things - including the important role a union plays in the lives of ordinary working people - have survived the test of time.

AUPE's Centennial Committee is hard at work preparing to bring AUPE's 100-year history to life through first-hand accounts from current and past members, along with interactive features, displays and celebrations over the next three years.

For more information visit www.aupe2019.com

20 DIRECT IMPACT

Labour School an opportunity to build skills and meet other union activists

Experience, training and education are the foundations for becoming a confident union activist. That’s why AUPE is proud to provide in-depth education through our annual Labour School. This spring at the Banff Centre from March 26 to 30, Labour School will provide extensive training and skill development for union leaders, activists, staff, and rank and file members. Out of 448 applicants, 250 members will attend courses and gain valuable leadership skills. Labour School’s 2017 slate will feature courses on inclusion, mutual respect, leadership essentials, talking union, advanced occupational health and safety, and arts in labour history.

Labour School is also an opportunity for members to connect with other union leaders and build lifelong relationships. Evening activities will integrate knowledge learned throughout the day while providing opportunities to socialize and network.

President Guy Smith and his band are this year’s featured entertainment as they perform original songs inspired by the working history of AUPE. Education leads to knowledge, and knowledge is power – union power.

AUPE members build the union’s strength and solidarity. When workers take action together they can overcome any challenge and make real change. <

LABOUR NEWS

Sunshine & Solidarity AUPE to launch summer camp for members' children

It will be a classic Canadian summer camp experience – four days of fun activities, dirty hands, new friends, and exciting challenges – and it’s available absolutely free to 66 children of AUPE members this summer.

“AUPE’s Women’s Committee is proud to pilot this program this summer,” said Vice-President Susan Slade, who chairs the committee. “This is just another way that AUPE can give back to the members who give so much in the service of Albertans.”

From the beginning, Camp AUPE will be an exciting and educational experience for youth.

Busses will collect campers from all corners of the province and bring them to the Goldeye Conference Centre in Nordegg. From there, they will take part in four full days of outdoor and indoor group activities like canoeing, field sports, and arts and crafts, all while learning about the power of collective action, the importance of leadership abilities, how to be inclusive and understanding and why unions and public services matter in today’s world.

“Our children are the citizens of the future, and the lessons they learn now are important to the kind of future we want to see,” said Slade.

Camp AUPE will take place Aug. 27 to Sept. 1, 2017. Any child of an AUPE member between the ages of 11 and 14 is eligible to apply to attend. One boy and one girl from each of AUPE’s 33 locals will be chosen by completely random selection; every applicant has an equal chance of attending.

“Safety is our top priority for the camp,” said Slade. “In addition to background checks for all staff, we are committed to ensuring that, even though some of the activities might be challenging, everyone’s safety is our first concern.”

Applications for the camp will open on Feb. 1 through AUPE Education’s online registration system. Go to www.campaupe.com for more details, and to put in your child’s application. <

This is just another way that AUPE can give back to the members who give so much in the service of Albertans.

Susan Slade, Vice-President

DIRECT IMPACT 21

LABOUR NEWS

Get DI on your computer or mobile device!

Always Be Prepared

AUPE encourages members to look ahead by providing pension training In September and November, pension training was provided to Alberta Union of Provincial Employees members who are part of the Local Authorities Pension Plan (LAPP) and the Public Service Pension Plan (PSPP).

Employees of local authorities are members of LAPP. These include health authorities, cities, towns, villages, municipal districts, colleges, school boards and many other public-sector organizations. PSPP is a benefit plan for employees of the government of Alberta, its outside boards, agencies and commissions and other public bodies.

“The union has a role to play in being proactive and educating our members to prepare for retirement,” said Jason Heistad, AUPE’s executive secretary-treasurer.

“Members benefit when they’re informed and know their rights. It’s important members know the facts so they can make informed decisions for their retirement, and that’s what these sessions aimed to do,” he said.

AUPE, along with the Alberta Pension Services Corporation (APSC), offered pilot 22 DIRECT IMPACT

LAPP and PSPP training sessions to members in Edmonton, Calgary and Lethbridge.

At Convention in October, members expressed how helpful the sessions were and highlighted that the content provided greater insight into their pensions. <

AUPE is pleased to offer Direct Impact online or on your mobile device.

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

The union has a role to play in being proactive and educating our members to prepare for retirement.

Members benefit when they’re informed and know their rights.

Jason Heistad, Executive Secretary-Treasurer

It’s that easy!

LABOUR NEWS

SUPPORTING VICTIMS OF ABUSE

ON AN AVERAGE NIGHT IN CANADA…

Source: Canadian Women’s Foundation

Women’s Committee campaigns for safety net for victims fleeing abuse Family Violence Prevention month has been commemorated in Alberta for three decades.

The initiative began in November 1986 in Hinton through the grassroots efforts of concerned residents who decided to launch a family violence education and prevention campaign to benefit their fellow citizens.

The month has been marked in November annually since then, as Albertans become more and more aware of the problem and the resources required to help stop it.

This year’s theme of “Reach Out, Speak Out” is meant to not only encourage all Albertans to take action to end family violence, but also to recognize those who have been working to end family violence in their communities over the years.

AUPE’s Women’s Committee is pushing for the Alberta government to adopt legislation that would give victims of domestic abuse ten days of paid leave from work.

This would improve job security for women and men who need to take time off to find safety from their abusers.

Similar legislation has been passed in Manitoba, and a national study found that 82 per cent of people who had experienced domestic abuse said it hurt their performance at work while 40 per cent said it pushed them to be late for or miss work. <

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

6,215

women and children sleep in shelters

300

more women and children are turned away from shelters for lack of space

ALL TOO FAMILIAR Violence against women is a bigger problem in Alberta than the rest of the country. Almost three-quarters of Albertans know someone who has experienced sexual or physical assault, seven per cent higher than the national average.

74%

67%

Source: Canadian Women’s Foundation

IN ALBERTA

IN CANADA

THE DIRECT COST On top of the social cost of domestic abuse there are also the direct monetary costs associated with supporting the victims and dealing with the offenders. In Canada, this cost is estimated at $1 billion annually.

Source: Battered Women Support Services

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LABOUR RELATIONS BRIEFS AUGUST 23 - NOVEMBER 20, 2016

071/001 Lethbridge College: Agreement ratified Members at Lethbridge College ratified a new one-year collective agreement on Nov. 8 following a worksite vote.

Highlights of the agreement include a wage increase of 1.9 per cent, an additional statutory holiday, increases to boot allowance, and better provisions for time off for union business.

048/011 Edith Cavell Care Centre: Strike vote application made AUPE filed a strike vote application Nov. 7 with the Alberta Labour Relations Board on behalf of members at the Edith Cavell Care Centre in Lethbridge.

In August, members voted to accept a mediator’s recommendations for settlement. The employer rejected those recommendations in October.

The strike vote will occur on Nov. 22, after press time.

118/008 Mackenzie County: Agreement ratified Members employed by Mackenzie County in northwestern Alberta ratified a new collective agreement on Nov. 1.

Highlights of the three-year agreement, expiring on Dec. 31, 2018, include wage increases of one per cent in 2016, 1.25 per cent in 2017, and 1.25 per cent in 2018, with an additional 0.25-per-cent increase in July 2018.

24 DIRECT IMPACT

As well, employees will now have a Health Spending Account as of Jan. 1, 2017, and improvements were made to vacation accrual, boot allowance, and overtime provisions.

047/010 Points West Living Cold Lake: DIB recommendations under review Members at PWL Cold Lake were reviewing the results of a governmentappointed Disputes Inquiry Board after they were received on Oct. 31.

The DIB was appointed by the Minister of Labour on Sept. 28 to avoid an employer lockout of staff members.

As of press time, no final determination had been made on the recommendations. Both the members and the employer have the opportunity to accept or reject the recommendations.

If one party rejects them, a strike or lockout is once again possible.

047/021 Extendicare Michener Hill: Agreement ratified Members at Extendicare Michener Hill voted in favour of a new collective agreement on Oct. 25 and 26. The Red Deer continuing care site was the only one of nine Extendicare sites around the province to reject a mediated settlement in mid-August.

047/039 & 043 Hardisty and Devonshire Care Centres: Agreement ratified Members at Hardisty Care Centre and Devonshire Care Centre in Edmonton

ratified a mediator’s recommendation on Oct. 25, avoiding imminent job action at Devonshire.

The new agreements for the sites include wage increases of two per cent in 2015 and 1.5 per cent in 2016, as well as an increase in the weekend premium in early 2017.

049 Capital Care GSS: Agreement ratified General support services members with Edmonton’s Capital Care ratified a new collective agreement on Oct. 21.

The three-year agreement brings to an end over two years of bargaining, which began in July 2014. It includes wage settlements of two per cent in 2015, two per cent in 2016, and one per cent in 2017.

047/046 Points West Living Slave Lake: Employees join AUPE Employees at PWL Slave Lake voted to join AUPE in a worksite vote on Oct. 21. The 35 auxiliary nursing and general support services members join nearly 300 of their coworkers at PWL sites across northern Alberta as AUPE members.

Bargaining will begin shortly for a new collective agreement that will bring compensation and employment terms and conditions in line with industry standards.

048 Carewest GSS: Agreement ratified The 160 AUPE-represented general support services members at Carewest sites around Calgary ratified a new collective agreement on Oct. 5, retroactive to 2014. The agreement mirrors the arbitrator’s ruling for Alberta Health Services GSS staff announced in July.

The three-year agreement includes wage settlements of two per cent in the first two years, and one per cent in the last, as well as an increase to the flex health spending account.

047/28 Sunrise Village Wetaskiwin: Employees join AUPE Approximately 30 nursing and support staff at Sunrise Village Wetaskiwin, a seniors care facility, voted to join AUPE in a worksite vote in late September.

They join coworkers from Sunrise Village locations in Camrose and Olds as AUPE members.

Bargaining for a new collective agreement will begin shortly.

048/034 Well Being Services Millrise Place: Application for mediation On Sept. 8, the bargaining committee for Well Being Services Millrise Place applied for mediation with their employer in an effort to achieve a fair first contract.

The employer has refused to table proposals for several articles, and has attempted to under-bargain agreements they have with other sites.

As a result, the bargaining committee felt that the best next step was to bring in a neutral third party.

118/020 Special Areas Board: Agreement ratified Members employed by the Special Areas Board in southeastern Alberta voted in favour of a new collective agreement on Sept. 27 and 28.

The three-year agreement, expiring Dec. 31, 2018, includes wage increases of 1.5 per cent in each of the first two years, and 1.25 per cent in the third year. In addition, their health spending account will transition to a flexible spending account, and improvements

were made to vacation time accrual and layoff and severance provisions.

057/010 Lamont HCC GSS: Agreement ratified General support services members at the Lamont Health Care Centre have a new agreement following a worksite vote on Sept. 21.

The three-year agreement, retroactive to 2014, includes a twoper-cent wage increase in the first and second years, and a one-per-cent increase in the third year. As well, members will receive increases in their benefits, and stronger health and safety language in their collective agreement.

047/036 Rivercrest Lodge: Application for mediation The bargaining committee for workers at Rivercrest Lodge filed for mediation in early September after the employer tabled a monetary offer that fell far below the provincial rate for licensed practical nurses.

Despite a positive and mutually respectful start to bargaining, the employerâ&#x20AC;&#x2122;s monetary offer did not begin to make up the 6.5-per-cent gap between what the nurses are currently being paid and the provincial rate.

Member Resource Centre

ONE NUMBER HELPING 90,000 MEMBERS If youâ&#x20AC;&#x2122;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

118/010 County of Northern Lights: Agreement ratified Members who work for the County of Northern Lights in northwestern Alberta ratified a new collective agreement on Aug. 23.

Highlights of the three-year agreement, expiring on Dec. 31, 2018, include wage increases of one per cent in 2016, 1.25 per cent in 2017, and 1.5 per cent in 2018, as well as improvements to vacation accrual, and boot allowance. <

call, our new technology will allow us to pick up the conversation the same place it ended.

1-800-232-7284

DIRECT IMPACT 25

Spotlight on Finance from Executive Secretary-Treasurer Jason Heistad

The Alberta Union of Provincial Employees continues to be the largest and most resilient union in this great province. Our membership has now officially exceeded 90,000 hardworking Albertans and AUPE continues to grow every day. AUPE staff play a critical role, as they are necessary human capital in supporting the ongoing growth and evolution of our union. To continue to respond to this growth and provide excellent services to our members, our union has been hiring more staff. An area that may need additional staff support in the future concerns the Essential Services legislation passed in spring 2016, as this law presents the need for the continuity and provision of basic services in the event of a public sector strike or lockout.

As AUPE’s Membership continues to grow, so too does its budget. We are expecting revenue of $50,683,008 for 2017. Additionally, the 2017 budget allocates $894,660 into the Reserve Contingency Fund. This Fund was set up to provide for the maintenance of AUPE’s real estate assets or to address any other unforeseen emergencies. In addition, $300,000 is

26 DIRECT IMPACT

allocated to the Centennial Campaign Fund, which is intended to support AUPE’s 100th anniversary celebrations in 2019.

As an organization representing thousands of members, we have the financial responsibility to strategically plan, formulate and account for both the challenges and opportunities on the horizon. Doing our due diligence is always important, but it’s even more imperative to be fiscally prudent now, given the existing economic challenges in Alberta. I invite you to review AUPE’s audited financial statements and proposed budget for 2017, which can be found online at aupeconvention.org. < In Solidarity,

Jason Heistad Executive Secretary-Treasurer

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!

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