Direct Impact - Summer 2017

Published by the Alberta Union of Provincial Employees

SUMMER 2017

RIDING THE RANGE New TV commercial highlights some of the diverse jobs of AUPE members Plus:

WORDS MATTER How strong language in contracts can protect members

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

www.aupe.org facebook.com/yourAUPE Twitter: @_AUPE_

SUMMER 2017 CONTENTS

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

ON THE COVER

FEATURES

AUPE EXECUTIVE President

Guy Smith Executive Secretary-Treasurer

Jason Heistad Vice-President

Mike Dempsey Vice-President

Bonnie Gostola

8

Vice-President

Carrie-Lynn Rusznak Vice-President

Glen Scott

Vice-President

Susan Slade Vice-President

Karen Weiers

Words Matter Your salary may be top of mind when you open your collective bargaining agreement, but language gains can be priceless when it comes to improving your work life.

Executive Director

Carl Soderstrom Managing Editor

Desiree Schell Editor

Mariam Ibrahim Contributors

Tyler Bedford Vanessa Bjerreskov Merryn Edwards Design

Jon Olsen

Telephone: 1-800-232-7284 Fax: 780-930-3392 Toll-free Fax: 1-888-388-2873 info@aupe.org www.aupe.org

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

Your union represents 90,000 workers across the province, including some in unexpected roles, like the members who patrol vast swaths of land on horseback. Get to know an AUPE cowboy in this month’s member profile, and watch for him in AUPE’s new commercial, Soundtrack of Alberta.

BY THE NUMBERS

6

Negotiating Language Words on a page can make a big difference for workers, both at home and on the job.

From the President 4 Spotlight on Finance 5 Labour News 15 Labour Relations Briefs 24 Focus on AUPE 26 Steward Notes Inside

C17117

12

On Their Behalf The Alberta government is holding another panel aimed at improving the state of the province’s child intervention system, but will proposed changes do enough?

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

DIRECT IMPACT 3

A Message to Members from AUPE President Guy Smith

They say you can’t tell a book by its cover. You need to read it in its entirety to understand the complexities of the plot and how all the parts and characters fit together.

The same idea applies to your collective bargaining agreement (CBA). Now, I’m sure most of you are keenly aware of the sections included in the back pages where the salary grids are located, and rightfully so. But how many of you read the rest of the story – the pages of Articles that make up the heart of your CBA? If you don’t, you’re not alone.

When I started on the front lines doing the challenging work of a child and youth care counsellor at a treatment facility in social services, I was well aware of my salary because I received it every two weeks. So when I had a question about safe working conditions and staff-to-client ratios I assumed my CBA would provide the answers I was looking for.

But as I started looking I realized that neither issue was mentioned. I was perplexed because, beyond making a wage, I also wanted to have working conditions where my fellow workers and I felt protected and supported. We recognized that safe and productive work environments also benefitted the people to whom we were providing services, which typically resulted in more successful outcomes. In other words, a good work environment was a “win-win” situation.

However, employers want to maintain as much control over their worksites and workforce as possible. The only way this control is usurped is through language in a negotiated CBA – a legally binding and enforceable contract between the union and the employer.

4 DIRECT IMPACT

That is why the struggle by unions for CBA language changes that put more worksite control into the hands of workers is often more challenging than negotiating pay increases. And, for a number of reasons, this struggle is more important and pertinent now than ever.

You probably already know that 2017 is the biggest bargaining year in AUPE’s history, with approximately 75,000 of our 90,000 members in, or preparing for, negotiations.

Although each CBA being negotiated is separate and unique to the members it applies to, there are some commonalities that can be addressed through language proposals.

Things like workload, job security, health and safety, workplace harassment and bullying, hiring practices and worklife balance are some of the key issues that are almost universal across our membership.

As I said earlier, gaining language improvements on these issues has been challenging and many employers will still fervently resist agreeing to these changes.

However, we are hoping to see a different tone at large rounds of negotiations, such as those with the Government of Alberta and Alberta Health Services, that will set the stage for positive and productive collective bargaining at those tables and others.

Ultimately our goal in all the rounds of bargaining this year is to end up with a CBA that, from the front cover to the back pages, reflects the needs of our membership now and well into the future.

Language is also important in other legally binding documents such as laws passed by governments. On May 24,

the Government of Alberta introduced legislation that would significantly amend the Alberta Labour Relations Code. This is long overdue, and a synopsis of what these changes mean to AUPE and its membership can be found on page 15.

However, one particular employer, Points West Living (PWL) in Cold Lake, has responded to these positive and necessary changes by firing the nursing staff that they have locked out on the picket line for the past 170 days (as of press time).

Instead of accepting that the labour relations playing field will be made more level and equal through Labour Code changes, PWL has taken the spineless approach of trying to bust the union instead of negotiating.

Negotiations are always challenging and this time is no different. Much of the story is yet to be written and could involve a number of twists and turns, but we will use whatever strategies we can to overturn this action by PWL. Our members on the picket line in Cold Lake, and elsewhere, need to know that we will fight as hard as we can to defend them and their rights as workers. Stay tuned…< In Solidarity,

Guy Smith AUPE President

Spotlight on Finance

from Executive Secretary-Treasurer Jason Heistad Over the last two years, Alberta has experienced a sluggish economy due to falling oil and gas prices. This has resulted in a decline in commercial real estate in the province’s major cities: Edmonton and Calgary. The markets for office space and commercial real estate investments started to weaken in both of these cities beginning in 2015. These market conditions have given AUPE the opportunity to assess its property portfolio and consider the possibility of increasing its real estate properties in Alberta.

Since 2016, AUPE has been actively renewing and reorganizing its property portfolio. As a result, AUPE has begun identifying a potential process that includes a unionized construction partner, solid corporate law expertise and a reliable commercial realtor to provide advice. This process has allowed AUPE to become more proactive at addressing ongoing lease renewals as well as to strategically identify the possibility of future building expansion and ownership.

Our accounting department was an integral part of a coordinated and collaborative effort to organize AUPE’s lease renewals in Lethbridge, Athabasca and Camrose. Given the growth of our membership and to effectively provide ongoing support to our members, more space was acquired at Mayfield Square to accommodate the relocation of staff from the office in downtown Edmonton.

With respect to expanding and acquiring AUPE properties, approximately one year ago I received a mandate from the Provincial Executive (PE) to pursue and investigate building opportunities to expand AUPE’s Headquarters in Edmonton. Our current office has run out of space to house existing operational staff and the various meetings and educational courses our members take advantage of.

To assist with determining what is best for expanding Headquarters, staff familiar with our operational requirements assisted in completing a needs assessment that will help to inform a decision related to our Edmonton office. I have initiated conversations with our realtor and construction partner to identify options that can be presented to PE. More recently, I have received a mandate from PE to negotiate properties in Calgary and Peace River. There are ongoing conversations with vendors at those two locations, and specifics of the negotiations will be shared with PE when I receive them.

As our union grows, it is important we support our membership with additional staff, adequate office space, and the resources they need throughout the province. For example, AUPE has recently expanded its educational efforts, running more courses than ever before – 117 this year compared to 97 last year – for our membership, allowing them to enhance their knowledge in many areas. In fact,

AUPE has seen a 25-per-cent increase of members attending courses this year, from 2,097 last year to 2,620 this year.

We have before us an opportunity to be proactive and to continue to act strategically in an effort to expand AUPE’s infrastructure so we can continue to support the membership throughout Alberta. Stay tuned for more updates when they become available. < In Solidarity,

Jason Heistad Executive Secretary-Treasurer

DIRECT IMPACT 5

When your union bargains your collective agreement, we’re not just bargaining for your compensation.

Some of the most significant improvements to your work life can be achieved through strong language in your collective agreement. And while those language changes may not seem like the most glamorous aspect of collective bargaining, they can make a profound impact on how things go at your workplace. So, how important is the language in your collective agreement and what aspects of your life can it improve? Let’s find out…

By the Numbers.

BY THE NUMBERS

Language NEGOTIATING

Provisions prohibiting an employer from contracting out or privatizing our members’ work is important to protect the services Albertans rely upon and those who are dedicated to providing them. For example, during the 1990s the Ralph Klein government threw thousands of our members out of work and decimated important public services.

Job security language in the collective agreement would have helped prevent this.

JOB SECURITY

Language

ALBERTA POPULATION VS. AUPE GOA MEMBERSHIP 2.6 MILLION

4.3 MILLION 3.3 MILLION

2.7 MILLION

32,059 23,350 21,000

1992

1996

2006

23,000

2016

The numbers clearly show that even as the province’s population has been steadily increasing, the ratio of front-line government services workers to Albertans has stagnated and, in the cases of some locals, decreased significantly or disappeared altogether.

When public services are privatized or contracted out, the quality and availability of those services suffer.

Source: http://www.statcan.gc.ca/tables-tableaux/sum-som/l01/cst01/demo02a-eng.htm 6 DIRECT IMPACT

DOMESTIC VIOLENCE

OCCUPATIONAL HEALTH & SAFETY

WORKLOAD MANAGEMENT

Most of us spend 35 hours or more per week at our workplaces. It’s important that the places we work and the work we do are safe. Strong occupational health and safety language helps.

We talk a lot about the dangers of understaffing and large workloads in all aspects of AUPE members’ work. Having input on determining appropriate workloads is one way members can help manage their time and make things better.

Language

What happens at home affects the workplace. In some jurisdictions jobprotected leave due to domestic violence is included in legislation and is now also the case in Alberta with Bill 17, the government's new labour legislation. Here’s why language protecting workers from the effects of domestic violence matters.

Language

30%

82%

of people who experience domestic violence report that it hurt their job performance.

8.5%

of those surveyed were fired because of this drop in performance.

Only 30 per cent of victims of domestic violence file a police report.

of Alberta workers reported they were never told about workplace hazards.

Joint health and safety committees (JHSCs) are not mandatory in Alberta, but have been proven to increase the chance that workers know about hazards. Collective agreements are often the only way such a committee can be formed.

$85,000

The estimated costs to employers per year for every 100 workers affected by domestic violence.

Language

In 2013, over one third of Alberta workers reported that their employers seldom or never conducted hazard assessments.

AISH worker caseloads have increased almost 5 per cent each year since 2011. At the same time, client satisfaction has dropped.

A recent study of Alberta child protection workers showed that nearly 60 per cent were suffering from high levels of emotional exhaustion.

77,972

PEAK BARGAINING This year, over three quarters of AUPE members are in bargaining. With AUPE being the largest union in Alberta, representing over 90,000 members, this adds up to a very busy time. Gaining language improvements will be one of AUPE's most important goals.

41,896 23,041 2,925 Boards & Agencies

10,110 Education

GOA

Health

TOTAL DIRECT IMPACT 7

8 DIRECT IMPACT

words matter

The importance of language in a collective agreement

W

hen it comes to a collective agreement, the details many look for first are the wages negotiated. That’s understandable. After all, it’s easy to make sense of what those numbers mean, and who doesn’t like to know what their paycheck will look like over the next few years? But there are other significant aspects of a contract beyond wages that are sometimes overlooked, yet priceless to members in the long run: the language that makes up an agreement.

A collective agreement applies guidelines on everything from health and safety, job security, discrimination and harassment, sick time, vacation time, overtime provisions, hiring practices, grievance procedures and more.

“The value of strong language in a contract cannot be understated,” said AUPE President Guy Smith, who is also chair of AUPE’s Government Services Bargaining Committee (GSBC).

“Every single word is significant, binding and must hold up in a court of law or in front of a quasi-judicial body like an arbitrator. The language contained in a collective agreement can help protect members against a host of issues.”

By Tyler Bedford Communications Staff

DIRECT IMPACT 9

The collective agreement is also safeguarded. This means it's a place where members’ rights are enshrined in the workplace, so regardless of changes in economic or political environments, the language remains enforceable.

“We’re currently in bargaining with the province for approximately 23,000 frontline government workers and for the first time in decades, we have a government that has at least expressed willingness to engage in bargaining from a more respectful and open position and to listen to the union’s concerns regarding outdated language,” Smith said.

“It is our goal to translate that willingness from the employer into tangible action and meaningful change at the bargaining table.

“We would also have the same expectations in the other rounds of bargaining, whether they are with Alberta Health Services, or other health care, education, municipalities or boards and agencies tables.”

All in all, this is the busiest year of negotiations in AUPE’s history with 75,000 of the union’s 90,000 members represented 10 DIRECT IMPACT

by their elected bargaining committees at the table.

AUPE will be focused on several key language improvements throughout these rounds of bargaining as determined by the bargaining committees. These language improvements will help protect jobs and improve workplace conditions.

The following are just some of the language proposals developed and submitted by the GSBC to the Government of Alberta bargaining table as examples of where collective agreements can be strengthened through language improvements.

JOB SECURITY Employment is critical. You can’t plan for the future if your job disappears or your hours are cut. That’s why AUPE is pushing for contract language that does more to protect jobs.

The committee has proposed language improvements that strengthen provisions that convert temporary positions – such as project, replacement and long-term wage and cover-off positions – to permanent

jobs. Additionally, there’s a focus on strengthening language around the appropriate use of hourly employees.

Moreover, amendments to existing agreements are proposing that there be no lay-offs or position abolishments during the life of the collective agreement.

AUPE has also tabled new language prohibiting the contracting out of bargaining unit work. Additionally, new language is proposed to “contract in” services previously privatized or contracted out by reviewing those services to determine if they can be more effectively delivered in the public sector.

“If we had this type of language in the 1990s, when the government of Ralph Klein made devastating cuts to frontline services through contracting out and privatization, we could have prevented significant hardship to our members and Albertans who saw the services they relied upon disappear. Strong language to protect those services is not only good for our members but for Albertans overall,” said Smith.

The committee has also proposed new language that would establish a joint process to determine if non-bargaining unit staff such as some management positions and “excluded” roles should be brought into the union.

For decades the government has used parts of current legislation to label positions as non-union, resulting in a massive increase in the number of nonbargaining unit employees, Smith noted.

“This has eroded the strength of the bargaining unit. We believe a large number of these workers are improperly excluded and deserve the rights and entitlements of union membership,” Smith added.

WORKLOAD Without question, members are experiencing an enormous spike in their workloads.

The economic slump combined with the population boom our province has experienced has heightened the demand for services. At the same time, without the requisite increase in front-line staff and the failure to fill vacant positions, the ability of members to provide adequate services to Albertans is strained beyond capacity.

And those heavy workloads take a real toll.

Psychological stress, burnout and increased physical injuries are all direct consequences.

“That’s why the union has tabled new language that would give an employee who is experiencing an unmanageable increase to their assignments access to the grievance procedure if the workload issue is not addressed and resolved,” said Smith.

JOB CLASSIFICATION New language to include a fair and more transparent recruitment and hiring process, and more oversight and input into the job classification system, has also been proposed.

Currently, these rights are completely under the employer’s authority. Many collective agreements contain recruitment,

selection and appointment provisions and AUPE feels all members should have the same rights contained in their agreements.

Smith also noted that many job classifications don’t necessarily line up with the work actually being done and that any time there is a classification review or new classifications are created it often results in a downward push on salaries and benefits.

“Having more input into these processes would benefit members,” Smith said.

The value of strong language in a contract cannot be understated.

Every single word is significant, binding and must hold up in a court of law or in front of a quasijudicial body like an arbitrator. The language contained in a collective agreement can help protect members against a host of issues.

Guy Smith, President HARASSMENT AND DISCRIMINATION Unfortunately, harassment and discrimination are ongoing problems in the workplace. New language tabled by the union builds upon what currently exists and expands employees’ rights to address these issues, putting more emphasis on the employer to create and maintain safe and healthy worksites.

“We want to include the legislative prohibitions for discrimination in the collective agreement and define what harassment is and how it can create an unsafe workplace. Ultimately we need to have these issues dealt with in a fair and comprehensive process,” Smith said.

SPECIAL LEAVE The sad reality is there are high rates of domestic and sexual violence in the province. AUPE has proposed language to include up to 10 paid special leave days for those suffering from domestic abuse. This is an important step to ensure those who need help get it without having the fear of losing their jobs looming over their heads.

Language that deals with monetary issues such as overtime benefits, parking, the health spending account and wages will also be on the table for negotiation as bargaining advances.

While much of these proposals centre on government services bargaining, which has been underway since April, AUPE is currently involved in negotiations, or entering bargaining soon, in all four sectors: health care, boards and agencies, education and government services. This equals more than 100 contracts.

The goal is to build stability for all members through language improvements and new proposals in all agreements.

“Now is the time to push for real language gains so AUPE members province-wide have the provisions in place that protect them in the future. It is important that all members be as actively engaged in bargaining as possible by staying informed, watching for updates on our website and social media channels, and supporting your elected bargaining committees as they do the crucial work of negotiating your new collective agreement,” Smith said.

“And it is crucial that at the conclusion of bargaining you exercise your right to vote on the agreement that has been negotiated,” he added. < DIRECT IMPACT 11

12 DIRECT IMPACT

on their behalf

The tragic death of a First Nations girl prompts the government to launch a panel investigating the state of the child intervention system

T

he Alberta government has introduced new legislation stemming from recommendations made by an all-party panel tasked with investigating the current state of the provincial child intervention system.

The Ministerial Panel on Child Intervention began its work in early February after the tragic story of young Serenity came to light. Serenity was a First Nations girl who died in hospital as a result of injuries she received while in a kinship care placement in 2014.

The government began to face mounting pressure to launch an inquiry to prevent another case like Serenityâ&#x20AC;&#x2122;s from ever happening again.

In response, Premier Rachel Notley convened the panel, which includes MLAs from all parties, to explore the provinceâ&#x20AC;&#x2122;s child intervention system and child death review process. The panel also includes four experts in issues of child intervention, indigenous relations and policy: Dr. Peter Choate of Mount Royal University, Bruce MacLaurin of the University of Calgary, Dr. Patti Laboucane-Benson of Native Counselling Services of Alberta and Tyler White of Siksika Health Services.

By Mariam Ibrahim Communications Staff

DIRECT IMPACT 13

The first phase of the panel’s work featured a variety of presentations from officials within the Alberta Children’s Services ministry that informed panellists of the various systems that come together to form the province’s child intervention system. The panel has also heard from First Nations organizations and elders who have emphasized the need for increased cultural sensitivity when it comes to child intervention services.

In April, the panel issued a series of recommendations aimed at strengthening the system, which provides roughly 10,000 children and youth across the province with intervention services. The recommendations deal mainly with the process following the death of a child in care and make the Child and Youth Advocate the primary investigative body for those deaths.

As a result, the province has introduced Bill 18, The Child Protection and Accountability Act, which would mandate the Child and Youth Advocate investigate all deaths of children in care and publicly report those reviews within a year whenever possible.

The legislation, passed this spring, would also require that all relevant ministries and agencies proactively share information with the advocate regarding the death of any child in care. With so much more responsibility placed with the child advocate, it’s expected the government will earmark additional funding and resources to the office.

Members of the all-party panel had the opportunity to hear directly from a child intervention caseworker who shared some of the pressures and challenges facing them in their day-to-day work and the trauma that results when a child dies in care.

Roughly 1,700 AUPE members are front-line staff and supervisors within Alberta’s Child Protection Services department. Issues such as a steadily increasing workload have led to more cases of burnout among members. While the department has begun implementing workload benchmarks, that work has only recently begun and hasn’t had a major effect on AUPE members yet.

“It’s important that the ministerial panel on child intervention hear directly from those who work on these often 14 DIRECT IMPACT

We believe it is crucial that the services provided to Alberta’s most vulnerable population – children at risk – should be publicly delivered. That means more transparency and accountability, and better information sharing between agencies and departments.

Carrie-Lynn Rusznak Vice-President difficult cases every day,” said AUPE Vice-President Carrie-Lynn Rusznak. “We know that meaningful solutions can only be found by listening to all the relevant voices – including those people who are directly involved with child intervention cases, such as caseworkers.”

An increasingly complex web of community agencies that have been

contracted to provide some child protection services has made it more difficult for members to ensure the services their families need are adequately provided.

“Contracting out public services of any kind typically results in a lower quality service being provided,” Rusznak said.

“We believe it is crucial that the services provided to Alberta’s most vulnerable population – children at risk – should be publicly delivered. That means more transparency and accountability, and better information sharing between agencies and departments.”

The second phase of the panel’s work will be a broad-based overview of the province’s child welfare system.

The department has indicated that it is encouraging staff to make submissions to the panel and has taken steps to provide them with protections so they don’t face repercussions.

It is expected the panel’s work will continue into the summer before its members issue a final report with recommendations.

“When a child dies or is injured while in care, the tragedy moves us all,” added Rusznak. “We will continue to monitor the progress of this panel closely and provide input and feedback as necessary. We all have a stake in getting this right.” <

The Ministerial Panel on Child Intervention Phase One Recommendations

1

2

Making the Child and Youth Advocate the primary authority for child death reviews.

3

Increase accountability for child death review recommendations by ensuring they are specific, measurable, achievable, realistic, and time-sensitive.

5

Ensure death reviews are culturally competent and sensitive.

Ensure child death reviews are completed within a year of the incident unless a criminal investigation prevents that timeline.

6

Improve the timeliness of information-sharing among departments and agencies.

4

Provide inclusive and accessible supports for those affected by the death of a child in care, including families and frontline staff members.

7

Internal reviews should be transparent and focus on quality assurance.

steward notes VOL. 10 • ISSUE 3 • SUMMER 2017

Changing the Culture

Union Stewards can act to end workplace discrimination, harassment and bullying

By Merryn Edwards Communications Staff

THE COST OF DOING NOTHING Mounting stress, increased absenteeism, mental illness, serious physical health consequences, rising employee turnover, decreased client satisfaction and plummeting employee engagement – the consequences of workplace discrimination, harassment and bullying can be severe.

And the problems are widespread. The Canadian Safety Council (CSC) reported 37 per cent of Canadian workers have experienced bullying at work, so chances are most of us have seen it happen or experienced it ourselves. The CSC also found 72 per cent of workplace bullies are in positions of authority and 62 per cent of employers advised targets of bullying to ignore the problem.

STEWARD NOTES 1

steward notes Clearly, ignoring the problem isn’t working. What might start out as isolated incidents can turn into an ingrained toxic workplace culture, as those who perpetrate discrimination, harassment and bullying interpret the silence of their coworkers as tacit approval for their behaviour.

However, it can be challenging to convince members who are witnesses to, or targets of this kind of behaviour to take action, especially since the majority of workplace bullies hold positions of authority, and the behaviour can become normalized over time.

DEFINING THE PROBLEM When addressing these kinds of problems, it is important for Union Stewards to first understand how bullying, harassment and discrimination are addressed within legislation, the relevant collective agreement and employer policy.

LEGISLATION Alberta’s human rights legislation prohibits any harassment or discrimination based on “protected grounds” such as race, age or gender.

Occupational health and safety legislation requires employers to provide a healthy and safe workplace.

Although Alberta’s current legislation

does not address psychological harm, an employer’s failure to address bullying, harassment or discrimination is a violation of their obligation to provide a safe workplace.

COLLECTIVE AGREEMENT Many AUPE collective agreements contain articles dealing with bullying, harassment and discrimination.

For example, in the Government of Alberta Master Agreement, Article 50 – Harassment and Discrimination affirms “discrimination, harassment and bullying will not be tolerated.”

EMPLOYER POLICY Employer policies set out expectations for employees and describe how complaints will be handled. For example, Alberta Health Services’ (AHS) policy defines workplace violence as “any act in which a person is abused, threatened, intimidated or assaulted in his or her workplace,” and includes references to bullying and specific examples.

It is equally important for Union Stewards to be able to understand what definitions of bullying, harassment and discrimination do not include. Members may come to you claiming they have been bullied or harassed, when in fact they are actually unhappy about the

Defining Behaviour Bullying: Behaviour intended to mentally (or physically) hurt or isolate. It most often involves an imbalance of power and a repeated pattern of behaviour intended to intimidate, offend, degrade or humiliate a person or group of people.

Source: Canadian Centre for Occupational Health and Safety

Discrimination: An action or decision that treats a person or group negatively for reasons such as their race, age or disability. These reasons are known as grounds of discrimination or protected grounds.

Source: Canadian Human Rights Commission

Harassment: A form of discrimination that involves unwanted physical or verbal behaviour that offends or humiliates. Harassment is a behaviour that generally persists over time.

Source: Canadian Human Rights Commission

2 STEWARD NOTES

legitimate exercise of an employer’s authority, such as assigning work or evaluating performance. Similarly, while Union Stewards may be called on to help resolve conflict between coworkers, such friction should not be considered bullying unless the behaviour is deliberately intended to hurt someone.

ACTIVE WITNESSING Union Stewards can help to change the workplace culture by demonstrating active witnessing when discrimination, harassment or bullying occurs. Instead of turning a blind eye to the problem, active witnesses draw attention to the problem, offer support to the target and name the behaviour as unacceptable.

Dr. Ishu Ishiyama developed a helpful technique for active witnessing called Anti-discrimination Response Training or ART. The ART method gives concrete examples of responses designed to interrupt discriminatory behaviour, point out its hurtful impacts, challenge the offender to change course, approach other witnesses or offer support and encourage the target of the behaviour to take action.

Simple statements such as “Wait a minute,” “I don’t like what I’m hearing,” “Do you realize what you’ve said is hurtful (or biased),” “You don’t deserve to be treated that way,” “Am I the only one who thinks that was an unfair statement?” or “You are not alone.

Let’s do something about this,” can go a long way toward preventing isolated incidents from becoming a harmful pattern.

Always remember to document as soon as possible any incidents in the event that these kinds of interventions are not sufficient to correct the problem.

Union Stewards should also exercise caution when intervening to carefully assess and minimize any risk involved.

For example, if you believe a potential for physical violence exists, you should notify someone such as security or police, who are trained for such situations.

In the case of particularly abusive managers, you may decide to quietly document incidents and gather more information before addressing the problem directly.

PATHWAYS FOR RESOLUTION Informal resolutions are always preferable if at all possible. If the problem occurs between members, it is especially important to try to solve the issue before it escalates into potential discipline.

Union Stewards can help to let a bully know that his or her behaviour is unacceptable and may be in violation of workplace policies, collective agreements, or legislation, and warn him or her of the consequences if the behaviour continues.

If that doesn’t work, it may be necessary to file a complaint based on employer policy and/or a grievance to get management involved, or in cases where the offender is a manager.

In those cases, make sure you consult with a Membership Services Officer to share the results of your investigation and explain why you believe the problem is a case of discrimination, harassment or bullying.

TAKING ACTION Don’t wait until a toxic workplace culture becomes entrenched. Take steps to become an active witness and support members who have been targeted to confront the problem. Or better yet, act to protect your workplace against potential future problems.

AUPE’s Occupational Health and Safety Committee has created a poster on workplace harassment and bullying that includes helpful definitions and resources. Your first step toward eliminating these harmful behaviours could be as simple as putting up a poster at your workplace. In addition, a helpful online incident reporting form is available on the AUPE website.

You can also continue your education to better support your fellow members.

AUPE’s Education department offers courses such as Basic Conflict Management and Occupational Health and Safety, as well as advanced Labour School courses such as Mutual Respect and A Culture of Inclusion that will help to prepare you to be an effective advocate.

Most importantly, always remember you are never alone! Help from AUPE is always available by calling the Member Resource Centre at 1-800-232-7284. <

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.

HAVE QUESTIONS?

CONTACT YOUR MEMBERSHIP 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

steward notes

ck clilick c click

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

AUPE EDUCATION ONLINE REGISTRATION

It's as easy as a few clicks of a mouse!

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.

Executive Secretary-Treasurer

Jason Heistad Vice-Presidents

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

Carl Soderstrom Managing Editor

Desiree Schell Editor

Merryn Edwards Design

Jon Olsen

Functions • 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

Getting Started • 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) • Receive an acceptance email a few weeks prior to the course • Confirm your attendance and attend the course

4 STEWARD NOTES

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

Change is Good (we just need more of it)

For the first time in three decades the Alberta government has introduced labour reforms, including first contract legislation, changes to the union certification process and more opportunities for job-protected leave.

Labour Minister Christina Gray tabled Bill 17, the Fair and Family-friendly Workplaces Act, in late May following a consultation process that began in early spring and stretched more than two months. The bill passed third reading in the legislature in early June and was expected to take effect soon after.

The legislation enacts dozens of changes to the Employment Standards Code and the Labour Relations Code that were long past due after years of inaction by the former Progressive Conservative government. The changes will make it easier for workers to unionize by allowing certification without a vote if more than 65 per cent of workers sign their union card. If between 40 and 65 per cent sign, a secret ballot vote would still be necessary.

Under the bill, newly unionized sites that have been unable to reach a first contract with their employer will be able to refer the matter to the Alberta Labour Relations Board to appoint an arbitrator to settle the matter. In the past decade all legal strikes or lockouts AUPE has experienced have been over first contracts.

“AUPE welcomes the changes put forward. It’s clear the previous government didn’t place fair and equitable labour laws on its priority list and we’re glad the current government is finally listening to Albertans,” said AUPE Vice-President Karen Weiers.

While there have been some gains, our work is far from over. AUPE will continue to advocate for improved workplace legislation and changes to the labour code that level the playing field for workers.

Karen Weiers, Vice-President

“First contract legislation has long been necessary in Alberta. In the case of the Cold Lake lockout, it would have prevented Points West Living from dragging the dispute on as long as it has.”

The proposed bill also expands the circumstances under which employees may take unpaid, job-protected time off from work.

Compassionate care leave will be extended to 27 weeks from the current eight weeks, while job protection for maternity leave would be extended to 16 weeks from 15 currently. The bill will also extend protected job leave to several other instances, including domestic violence leave up to 10 days, long-term injury or illness leave for up to 16 weeks, family responsibility leave of up to five days, bereavement leave of up to three days, and up to two years of protected leave if a child goes missing or is killed.

AUPE has long advocated for Alberta’s labour laws to be brought into the 21st Century. The first real steps toward updating those laws came in 2015 when the Supreme Court of Canada ruled the right to strike is protected under the Constitution for public-sector workers. That decision paved the way for the Alberta government to overturn its longstanding ban on public-sector strikes through the implementation of its essential services law last year.

But while the new legislation includes badly needed reforms, it has neglected to go a step further in banning employers from hiring replacement workers in the case of a strike or lockout, unless the dispute is subject to an Essential Services Agreement (ESA).

“While there have been some gains, our work is far from over,” Weiers said. “AUPE will continue to advocate for improved workplace legislation and changes to the labour code that level the playing field for workers.”

Weiers also noted AUPE is concerned that the Alberta government continues to neglect the Public Service Employees Relations Act, or PSERA. The act has not been meaningfully updated in 40 years and will now be even further out of step with mainstream labour rights after the passage of Bill 17. < DIRECT IMPACT 15

Employees of PWL Cold Lake face an uncertain future but remain steadfast in their solidarity.

Sucker Punched

Strength and solidarity in the face of termination threat from Points West Living As the lockout of care workers at Points West Living (PWL) Cold Lake approached its sixth month, the privately run corporation informed the Alberta Union of Provincial Employees it planned to terminate all nursing care employees at the facility.

In the letter dated May 25, company CEO Doug Mills informed the union it plans to hire an outside contractor to provide all care at the facility in the future. The for-profit company receives millions in public dollars to provide care to Alberta’s seniors.

Care workers at the facility have been locked out since Dec. 16 after negotiations for a first contract at the newly unionized site broke down over quality of care, staffing levels and training opportunities.

“This is a cowardly move that demonstrates PWL cares more about union busting than ensuring the highest standard of care is provided to the residents who call the facility home,” said AUPE Vice-President Mike Dempsey.

AUPE filed a complaint with the Alberta Labour Relations Board on May 26 on the basis that the union believes the company acted improperly and in bad faith.

The move follows the settlement of a collective agreement with AUPE at PWL Heritage House in Vegreville. That agreement maintains provisions to deter the practice of “working short,” or not replacing staff that are absent due to vacation or illness. The agreement also maintains a ban on contracting out – all items Cold Lake members have been fighting for. Despite this, PWL claimed that negotiating further with its Cold Lake workers would be a “useless formality.”

Notably, PWL informed AUPE of its decision just one day after the Alberta government introduced Bill 17, the Fair and Family16 DIRECT IMPACT

friendly Workplaces Act, in the legislature.

The bill includes provisions to settle first contracts in newly unionized sites such as PWL Cold Lake.

“This decision by PWL demonstrates how badly needed this legislation is and just how far behind Alberta has been when it comes to fair and equitable labour practices,” Dempsey said. <

This decision by PWL demonstrates how badly needed this legislation is and just how far behind Alberta has been when it comes to fair and equitable labour practices.

Mike Dempsey, Vice-President

ADVOCATING: ONE COMMUNITY AT A TIME The state of seniors care in Alberta has been the talk of the town in communities across the province as AUPE representatives meet with community members in an effort to build the call for government action.

The meetings have been held in communities where Points West Living facilities exist to raise awareness about how funnelling public funds to for-profit operators can have troubling results for both residents and seniors care workers.

PWL employees have joined the meetings, which have been held in Cold Lake, Stettler, Slave Lake, Red Deer, Vegreville, Lloydminster and Grande Prairie. The town hall meetings also feature screenings of How We Got Here, a short film about the PWL Cold Lake lockout, as well as a 2015 documentary entitled Numbers on a Page: The Seniors Care Crisis in Alberta.

The town hall meetings have provided opportunities for community members to add their voices to the growing call for action. Concerned Albertans can sign a petition urging government to disclose how public funding is used by private seniors care operators and participate in a postcard campaign to remind the NDP government of their campaign promise to create 2,000 public long-term care beds.

Local MLAs and municipal government representatives were invited to attend the meetings, and many have joined the conversation including Red Deer North MLA Kim Schreiner, Fort Saskatchewan-Vegreville MLA Jessica Littlewood and Vegreville Mayor Myron Hayduk. <

SOUNDTRACK OF ALBERTA

by Edmonton-based company Sticks and Stones, showcases many of the job roles represented by AUPE across the province.

Each flick of the zipper, tap of the pen NEW AD SHOWCASES SERVICES and jingle of the key ring is layered upon AUPE MEMBERS DELIVER each other in a vibrant melody until reaching a crescendo as the symphony comes together in harmony, becoming the The Alberta Union of Provincial Soundtrack of Alberta, a living, breathing, Employees has launched its latest beating collective effort of the thousands advertising campaign demonstrating the of AUPE members importance of the who dedicate members it represents themselves to keeping and the services they Alberta a great place provide. to live and work.

“We’re proud of our If you haven’t members and it's a seen the ad yet, you pleasure to highlight can find it running the important services during many of your We're proud of our they provide Albertans favourite television members and it's a every single day,” said shows on stations pleasure to highlight the AUPE Vice-President province-wide. < important services they Bonnie Gostola. provide Albertans every “It was a challenge to single day. showcase multiple jobs Turn the page for a in all AUPE sectors in Bonnie Gostola, Vice-President profile of one AUPE 30 seconds, but we did member featured in the new commercial. it. What we ended up with was an exciting, fast-paced spot that shows the diversity of our union in all corners of the province.”

WHERE TO WATCH You may have already seen the Calgary: CTV, Global, CITY, CBC commercial, titled Soundtrack of Alberta, Edmonton: CTV, Global, CITY, CBC or found yourself humming the catchy Lloydminster: CITL, CKSA tune heard in the 30-second spot.

Medicine Hat: CHAT, CFCN The advertisement, directed by AUPE videographer Abdul Malik and produced

AUPE'S MEMBER RESOURCE CENTRE

ONE NUMBER

HELPING 90,000 MEMBERS

1-800-232-7284 Confused about your collective agreement? Wondering who to contact at your worksite? AUPE Member Resource Centre staff are trained to help connect members with the services and information they need. Need help with something more complicated? Our Member Resource Centre staff will make sure you are connected with the people who can help. And with the help of our technology, the conversation will pick up right where it left off the next time you call.

DIRECT IMPACT 17

MEMBER PROFILE

Ken Picotte "Range Rider" Local 118 Chapter 020 Special Areas Board

Most days at work, Ken Picotte can go hours without seeing another person.

As a cowboy tending more than 40,000 acres of land in southern Alberta, the gig can get a little lonely. But there are the upsides, too.

“You’re very close to nature because there are no motors – you’re just on a horse, working,” Picotte says. “You see so much wildlife most people don’t get to see as they’re briefly driving down the road.

You get really close to the animals.”

18 DIRECT IMPACT

Picotte is one of eight cowboys – officially known as range riders – represented by AUPE in Local 118. It’s just one of the unique roles found within the membership and is among the jobs featured in AUPE’s new Soundtrack of Alberta commercial, which began airing this spring.

As a range rider, Picotte provides stewardship for one of a handful of community pastures located within the Special Areas region, overseeing a vast swath of land. He has found the lifestyle so appealing, he’s done it for 37 years – all of his working life – staying close to the land while providing a service the area’s residents depend on.

The Special Areas Board is a large municipal area established by the provincial government, covering approximately 2.1 million acres around the community of Hanna.

The board provides municipal services to the residents in the area including recreation and road maintenance.

Picotte and the other range riders are caretakers of Crown land, which is used by farmers and ranchers who pay grazing fees to the Special Areas Board for access. The range riders will monitor grazing bulls, check cattle for herd health and generally ensure everything is as it should be during the spring and summer months.

Covering the land by horseback just makes economic sense, plus it’s far more efficient in the “rough and rugged country” than trying to use vehicles, Picotte says. On top of that, off-road vehicles like ATVs can pose a fire hazard in dry conditions. It’s not uncommon for Picotte and his horse to cover 50 kilometres in a day.

“Everybody thinks it's pretty romantic, but you’re fighting mosquitos, bugs, the heat or the cold, the wind. The elements are a big part of it and when you deal with livestock there’s a lot of unpredictability about it,” says Picotte.

“You never know what’s going to happen. No two days are the same, that’s for sure.” <

A VICTORY FOR HEALTH & SAFETY Body scanner coming to Edmonton Remand Centre After years of active advocacy by AUPE Local 003, the Edmonton Remand Centre is tentatively set to receive a full body scanner that correctional staff say will allow them to better search for contraband and create a safer environment within the jail.

The Local and Chapter executives had each been advocating to management for the scanner, even before the New Edmonton Remand Centre opened in 2013, pointing to their success in all of Ontario’s remand centres.

But it was the onset of Alberta’s fentanyl crisis that finally spurred the government into action. In 2016, over a three-month period, staff at the jail encountered more than two dozen medical emergencies that required the use of Naloxone – an opiate antidote.

As a result, the Chapter met with Minister of Justice and Solicitor General Kathleen Ganley to discuss the need for the body scanner at the jail. Over a series of meetings, the chapter underlined the importance of introducing a body scanner to the setting, for the health and safety of both the inmates and the staff at the facility.

“We are proud of the determination shown by Local 003 members working at the Edmonton Remand Centre. Their advocacy has resulted in concrete steps to make the facility a safer setting for everyone living and working within its walls,” said AUPE Vice-President Susan Slade.

Corrections staff note that the introduction of the machine won’t change day-to-day practices at the remand centre, but it will allow staff to more easily detect prohibited objects that inmates or their visitors may try to smuggle inside. That means increased safety within the facility, as fewer drugs and weapons make it through the checks and searches.

“The basic way to solve an OHS issue is to remove the danger, and while we will never have a 100 per cent removal rate, any decrease is a positive step,” said Greg Wohlgemuth, a Corrections Officer at the Edmonton Remand Centre and Local 003 member.

“This will also make the jail a safer place for inmates for the same reasons as it is for staff – fewer drug incidents and fewer assaults.”

The scanner has not yet been installed at the facility, but the provincial government has allocated money in its budget this year. Plans are currently underway for its purchase, installation and training for staff at the facility.

This year’s budget also included a funding boost to create an additional 170 full-time equivalents (FTE)

We are proud of the determination shown by Local 003 members working at the Edmonton Remand Centre. Their advocacy has resulted in concrete steps to make the facility a safer setting for everyone living and working within its walls.

Susan Slade, Vice-President

for Correctional Services, in an attempt to help reduce the strain members feel on the front line.

The government has also earmarked funding for roughly 117 additional FTE in the Crown prosecution Service and Resolution and Court Administration, which should help relieve some of the pressure on the provincial courts and put a dent in mounting backlogs throughout the system. < DIRECT IMPACT 19

While the budget takes steps in the right direction, there is still a long way to go to address a variety of issues our members face, including workload and short staffing.

Jason Heistad, Executive Secretary-Treasurer

BUDGET BREAKDOWN A look at the key points in the 2017 Budget

On March 16, NDP Finance Minister Joe Ceci tabled Budget 2017.

For the most part, it resists the tired old tactic of condemning the public service as a financial drain and instead does an adequate job of providing the supports needed for a province that continues to grow despite an economic slump from the collapse in oil prices.

Shortly after the budget’s release, AUPE staff examined the 154page document to get a sense of what it means for members in each sector the union represents.

GOVERNMENT SERVICES

“The budget indicates we’ll see an increase to overall operating expenses this year by 2.2 per cent. This is well below the 3.3-per-cent rate of population growth plus inflation, however,” said AUPE Executive Secretary-Treasurer Jason Heistad.

“We are pleased to see staffing levels increased in Children’s Services and Justice and Solicitor General,” Heistad added. “But other than those departments, 20 DIRECT IMPACT

there will be very little improvement to staffing levels in other areas, leaving many departments and agencies to continue operating beyond capacity.”

JUSTICE & SOLICITOR GENERAL

The budget provides additional funding to address staffing pressures in the Crown Prosecution Service and Resolution and Court Administration Services. It also includes funding for approximately 117 additional Full Time Equivalents (FTE).

“The additional staff will help relieve some of the mounting pressure on the province’s court system and will hopefully reduce the systemic backlogs members have seen,” Heistad said.

“We’re pleased Correctional Services will see an additional 170 FTE, which will help reduce pressures on the front lines.”

CHILDREN’S SERVICES

A sorely needed funding increase to Child Intervention Services will lead to an additional 61 FTE in the department.

Funding for the $25/day childcare pilot project, with additional funding in future years to expand the project, has also been budgeted.

OTHER HIGHLIGHTS

There are stable investments to Employment and Income Support and Assured Income for the Severely Handicapped (AISH) in the budget as well. Both will see funding increases to try to keep up with caseload growth.

HEALTH CARE

“Health-care funding will increase by 3.3 per cent, which is on par with the province’s projected population growth plus inflation,” said Heistad. “However, funding will not keep up with those projections from 2018-2020. This, of course, will lead to more pressure on front line health-care services.”

HOME CARE & LONG-TERM CARE

Community care will see an 11-per-cent increase to funding, with particular focus on home care around the province. More than 1,000 new continuing-care beds are also budgeted for and the capital plan

LOOKING BACK Preserving our history as AUPE prepares for centennial celebrations

contains funding for 145 public long-term care beds at the Norwood Long-Term Care Facility in Edmonton. Two hundred public long-term care beds at Calgary’s Complex Continuing Care Facility are also planned.

“AUPE has pressured the province to keep its promise to build 2,000 public long-term care beds in Alberta by 2020.

And while this is still far short of that promise, news of more public long-term care beds for the province is welcomed,” said Heistad.

“We’re also pleased an additional 1,500 FTE in continuing care, home care and the primary care network is also budgeted for.”

EDUCATION

The budget allocates funding for postsecondary operations, which will increase by two per cent per year for each of the next three years. The government has also extended the tuition freeze for a third straight year, which is good news for students.

As previously announced, the government will eliminate school fees related to instructional supplies or materials, and transportation for eligible students to their designated school. This will reduce school fees by $54 million per year.

BOARDS AND AGENCIES

“Legal Aid will see a 15.8-per-cent boost over last year’s budget. This equals an increase of $13 million and while this funding is applauded, there is a long way to go to catch up from years of neglect,” Heistad said.

Heistad added that there has been a lot of negative chatter regarding the size of the provincial debt, which is pegged at $10.3 billion. “The reality is the deficit is at manageable levels and the government is right to not cut spending, which would only increase the financial hardship for Alberta families and harm the province’s economic recovery.

“While the budget takes steps in the right direction, there is still a long way to go to address a variety of issues our members face, including workload and short staffing,” Heistad said. “Many members will continue to feel pressures on the front line, and we will continue to advocate for more investments where they are needed.” <

A-MACE-ING

Legislature’s ceremonial mace a gift from government workers on Alberta's 50th birthday Alberta was celebrating its 50th birthday by the time the province decided its old makeshift legislature mace needed a facelift.

The legislature mace is a ceremonial staff used by the province’s sergeant-at-arms and symbolizes legislative authority.

The mace is carried into the chamber by the sergeantat-arms at the beginning of a session, where it remains on the table to represent the order governing the house. It is then removed when the legislature has either adjourned or recessed.

When Alberta became a province, officials realized it would quickly need a mace to be used during legislative proceedings. What resulted was a hurriedly produced staff made up mainly of plumbing pipe, scraps of wood and – incredibly – a float from an old toilet tank. Albertans are nothing if not resourceful.

But a half-century later, officials finally decided that the legislature was deserving of a more permanent mace. It was time to replace the hastily produced staff. The fledgling province had grown up.

That’s where the province’s public service came in. On February 9, 1956, the Civil Service Association of Alberta (CSAA) – AUPE’s predecessor union – presented the new, ornate mace to the people of Alberta to be held in trust by the Legislative Assembly.

“Every day our elected officials follow the mace into our Alberta legislature. While it may be our elected officials who enter to debate issues of the day and pass laws, it is fitting that the mace was provided by the people who make this province great," said AUPE Vice-President Glen Scott.

“It’s an important and poignant reminder that those officials couldn’t do the work they do without the support of Alberta’s public sector workers.”

Above: Mace gifted to Alberta Legislature by government employees. Left: Original Mace being polished.

It’s an important and poignant reminder that those officials couldn’t do the work they do without the support of Alberta’s public sector workers.

Glen Scott, Vice-President The mace, still in use today, is inlaid with precious and semi-precious stones and is made of silver, which is overlaid in gold.

It can be seen on the table on the middle of the legislature floor when the house is in session. <

Speaking of birthdays, the Centennial Project will be celebrating the 100th anniversary of the CSAA in 2019. For more information or to get involved, visit www.aupe2019.com.

DIRECT IMPACT 21

ALBERTA UNION OF PROVINCIAL EMPLOYEES

EXECUTIVE COMMITTEE Elections 2017 2017 is an AUPE election year. Convention delegates will vote to elect the union’s eight-member executive, which consists of:

THE POWER OF PEOPLE

President Executive Secretary-Treasurer Six Vice-Presidents

COPA Conference looks to inspire political action

Whether we like it or not, politics affects all of our lives – at home, in public and at the workplace. It’s that idea that inspired AUPE’s Committee on Political Action’s two-day conference in Edmonton this June.

The theme of the conference was People Powered Politics. Over 200 participants learned what ordinary working people can and have done to make political change.

This includes not only electoral change, but also change needed between elections around policy and law on such things as pay equity, public health care, and elder care.

The conference offered participants tools and strategies to become more involved politically at work, at home, in the community and at the ballot box.

While AUPE has a long and proud tradition of being non-partisan, as a union we see the benefit of cultivating relationships with all political parties to make change on issues that matter to working families.

AUPE encourages all members to become more politically engaged and informed.

Together, we have the power of driving change to make life better for everyone. <

To learn more, make plans to sign up for AUPE’s Introduction to Politics course this fall, offered by our Education department.

22 DIRECT IMPACT

NOMINATION PROCESS Submit a completed nomination form with deposit before August 18, 2017 Candidates who submit their nomination form before August 18, 2017, and pay a $100 deposit (payable to AUPE and refunded upon their acceptance of nomination at Convention) are entitled to the following: A candidate statement published in Direct Impact and AUPE’s website.

Submissions must be received by August 21, 2017 and cannot exceed 500 words.

Candidate statements should be sent to editor@aupe.org. Late submissions will not be printed or published – no exceptions.

Participation in regional forums in advance of the election. More information on the forums will be coming soon. Please check aupeconvention.org for updates.

All candidates, including those who submit their nomination form and deposit after August 18, 2017, are entitled to send a one-time email message to all Convention delegates and may have access to delegate contact lists (if time permits).

From the Convention floor Candidates who have not submitted their nomination form before Convention can still run from Convention. All candidates, including those who declare in advance of Convention, must be nominated from the floor.

Please contact the elections committee with further questions: Deborah Coombes djcoombes@shaw.ca Val Whelan vwhelan@telus.net Percy Ogden percydogden@gmail.com

For updates and the election nomination form please visit: aupeconvention.org

MOVE 3 SPACES

TOTAL COMPENSATION COSTS* OF ALL EMPLOYEES OF AHS

TOTAL COMPENSATION ALBERTA PUBLIC POST-SECO

TOTAL COMPENSATION COSTS* OF ALL AUPE EMPLOYEES OF AHS

TOTAL COMPENSATION COSTS ALBERTA PUBLIC POST-SECO

PROJECTED DEFICIT FOR THE UPCOMING PROVINCIAL BUDGET:

A Reason $10.4 BILLION to Celebrate That’s why we present you with the 2016 edition of The Blame Game, the game with no winners that leaves everyone bitter, frustrated and falling further and further behind.

$3.2 BIL

$7.5 BILLION

$470 MILLIO

$1.8 BILLION (24%) THE TOTAL COST OF EVERY 1% CHANGE TO THE COMPENSATION OF AUPE MEMBERS

THE TOTAL COST OF EVERY COMPENSATION OF A

$18 MILLION

$4.7 MIL

(THAT’S JUST 0.17% OF THE PROVINCIAL DEFICIT)

(THAT’S JUST 0.04% OF THE

HOW TO PLAY

AS YOU CAN SEE, BLAMING PUBLIC SECTOR WORKERS FOR THE PROVINCE’S FINANCIAL MESS WILL DO NOTHING TO SOLVE THE PROBLEM. IT WON’T EVEN MAKE A DENT IN THE DEFICIT, BUT FOR THE FRONT-LINE WORKERS, IT HAS A BIG IMPACT ON THEIR FAMILIES’ LIVES.

• Roll the dice • Move your game piece (any small, handy item) t the appropriate square • Blame, blame, blame

ALL FIGURES FROM 2014-2015 NUMBERS HAVE BEEN ROUNDED

Please note: These rules are a satirical look at th thinking of political pundits. Not to followed without a sense of humou

It’s futility for the whole family!

AUPE wins national labour media awards

ATHABASCA Sept. 22

EDMONTON (1) Sept. 25

LETHBRIDGE Sept. 13

CALGARY (1) Sept. 14

EDMONTON (2) Sept. 26

MEDICINE HAT Sept. 12

CALGARY (2) Oct. 3

EDMONTON (3) Oct. 11

PEACE RIVER Sept. 20

The Alberta Union of Provincial Employees took home two first place awards and two honourable mentions at the 2017 Canadian Association of Labour Media (CALM) Awards in Toronto.

CALGARY (3) Oct. 4

EDMONTON (4) Oct. 12

RED DEER (1) Sept. 15

CAMROSE Sept. 6

GRANDE PRAIRIE Sept. 19

RED DEER (2) Oct. 5

The CALM Awards recognize excellence in print, broadcast and graphical communications created by labour unions and organizations across Canada.

Deadline to register: August 11, 2017 No exceptions

Questions can be directed to: Gil Laflamme, Union Representative, Special Projects 1-800-232-7284 or 780-930-3375 g.laflamme@aupe.org

How to Register Please use the AUPE online registration system.

Visit www.aupe.org, click on “Training,” then, “Online registration.” Please enter your information and click "Login." If this is your first time using the system, please register using your Member Number and Last Name, which can be found on your AUPE Membership Card or obtained by calling the AUPE Member Resource Centre at 1-800-232-7284.

MOVE 3 SPACES

MOVE 2 SPACES

* WAGES AND BENEFITS

MOVE 1 SPACE

The Canadian Taxpayers Federation chimed in, “Our public sector employees are simply paid a lot of money. We’ve got really bloated compensation in our government employees’ sector.”

THE REA

THE REALITY

“It’s hard to get excited about the NDP’s promised wage freeze for non-unionized senior government employees,” said the Edmonton Sun. “The NDP is fishing in the wrong pond…the good fishing is with the well-stocked unions.”

But scapegoating workers will do nothing to fix the government’s financial mess.

It will only make life harder for those workers and their families while reducing access to public services.

MOVE 3 SPACES

ALBERTA HEALTH SERVICES

MOVE 5 SPACES

When the government recently froze the wages of 7,000 managers and non-unionized employees, anti-union activists and misinformed media pundits demanded more blood.

POST-SECONDAR

MOVE 2 SPACES

MOVE 4 SPACES

Every time the provincial economy takes a downturn, the chorus of voices scapegoating front-line public sector employees gets louder.

MOVE 4 SPACES

Scheduled Workshops

It’s like a childish game that never ends.

MOVE 5 SPACES

Time offs, physical location of the workshop, and the workshop agenda will be sent out by August 18, 2017.

THE

BLAME GAME

MOVE 6 SPACES

This workshop is not mandatory – it does not require your Chapter or Local’s approval – but you are encouraged to attend these workshops yearly. You must be a Union Steward as of August 11, 2017 to attend. Nominated Union Stewards do not qualify.

MOV E SPAC1 E

MOVE 7 SPACES

The Union Steward workshop is designed to familiarize Union Stewards with analyzing case studies to identify relevant facts and practice the systematic approach to finding violations in your collective agreements. You will develop arguments and practice writing grievances to support your arguments. These processes are designed to reinforce the primary role of the Union Steward as a grievance handler.

BY

ME BLA

Union Steward Regional Workshops

RS

BE

UM E Nsents TH pre

This year, AUPE won the Freeperson Award for best cartoon, illustration or infographic for the Spring 2016 Direct Impact By The Numbers feature called The Blame Game. The feature is a fun and informative illustration designed in the style of a real board game that puts a spotlight on the value of public services and, ironically, demonstrates that nobody wins when those services and the people who provide them are not valued.

AUPE also came out on top in the best narrative video or video series category for its five-part animated series, Introduction to Worker’s History, a collaborative effort between the union’s Education and Communications departments, along with the Centennial project. Calling it “nothing short of masterful,” the judges commended the compelling use of illustrated details that help the audience better connect with the topic.

A video bringing Christmas greetings from members locked out at Points West Living Cold Lake received an honourable mention in the category for best membership mobilization material.

The video was a send-up of the well-known holiday poem, ‘Twas the Night Before Christmas, which took a look at the issues at the heart of the dispute. It proved to resonate with both AUPE’s membership and the broader public, receiving more than 31,000 views on AUPE’s Facebook page.

AUPE’s 40th anniversary campaign also received an honourable mention in the campaigns category.

AUPE has won 29 CALM awards since 2001. < DIRECT IMPACT 23

LABOUR RELATIONS BRIEFS FEBRUARY 21 - MAY 31, 2017

for 2017 on April 20, only one month before bargaining for a new collective agreement begins. The wage re-opener gives members a wage increase of two per cent for GSS members and one per cent for nursing care members for 2017.

LOCAL: 047 CHAPTER: 017 LOCALS: 001, 002, 003, 004, 005, 006, 009 & 012 Government of Alberta: Bargaining begins After 12 days of negotiations in late April, the bargaining committee for over 22,000 employees of the Alberta government has made some progress towards a new collective agreement.

In addition to signing off on articles with minor changes, improvements to terminal care leave, employer/employee relations, and disciplinary action language have also been agreed to.

Bargaining continued after press time.

Optima Living Century Park: Mediation continues April 19 marked the first day of new ownership for the Century Park seniors facility in Vegreville, previously operated by Points West Living. As a result, bargaining will continue in mediation with the new employer.

Because of the pending sale of the facility, bargaining has been at a standstill. However, mediation dates with the new employer are set for June 21 and 22, after press time.

LOCAL: 047 CHAPTER: 028

LOCALS: 041, 043, 044, 045 & 046

Seasons Retirement Communities Wetaskiwin: First agreement ratified

AHS Nursing Care: Bargaining begins

Members at the Seasons Retirement Community in Wetaskiwin successfully reached a first collective agreement with their employer after a unanimous vote on April 12.

The new four-year agreement includes a wage grid, wage increases of 1.75 per cent in 2017, 1.75 per cent in 2018, 1.5 per cent in 2019, and 1.5 per cent in 2020, as well as increases to premiums, additional leave days, and an RRSP contribution plan in the last year of the agreement.

More than 14,000 nursing care members employed by Alberta Health Services are headed right back into bargaining after members accepted a mediatorâ&#x20AC;&#x2122;s proposed settlement that expired March 31, 2017.

The bargaining committee met in Edmonton in early May to review the results of the bargaining survey and develop proposals. Initial dates for bargaining have not yet been scheduled.

Updates will be posted to the AUPE website when information is available.

LOCAL: 047 CHAPTER: 002 Bethany Tri-Lodges: Wage re-opener ratified Members at Bethany Nursing Home Tri-Lodges ratified a wage re-opener 24 DIRECT IMPACT

LOCAL: 047 CHAPTER: 039 Park Place Hardisty CC: Contract extension ratified On April 19 members at Hardisty Care Centre in Edmonton ratified a one-year extension to their collective agreement with a one-per-cent wage increase.

LOCAL: 047 CHAPTER: 043 Park Place Devonshire CC: Contract extension rejected On April 19, members at Devonshire Care Centre in Edmonton rejected a proposed contract extension. Bargaining for a new contract will begin immediately.

LOCAL: 047 CHAPTER: 049 St. Elizabeth: Nursing care staff join AUPE Approximately 115 nursing care workers at St. Thomas Health Centre in Edmonton joined AUPE following a worksite vote held Feb. 24.

The employees approached AUPE about unionizing with concerns about proper grievance procedures and fairness at the worksite.

Bargaining for a first collective agreement will begin shortly.

LOCAL: 048 CHAPTERS: 007, 008, 009, 016, 035, 037, 038 & 039 Carewest Nursing Care: Application for mediation Despite agreeing to sign off on many articles, the bargaining committee for nursing care staff at AUPE-represented Carewest sites was unable to reach agreement on a number of key issues.

They applied for mediation on April 25.

The outstanding issues include fair application of retro pay provisions, changes to the definition of family for bereavement leave, and professional fees for LPNs. Mediation will begin soon.

LOCAL: 048 CHAPTER: 015 Revera Edgemont: Agreement ratified On May 5, employees at Revera Edgemont voted in favour of a mediatorâ&#x20AC;&#x2122;s recommended settlement.

The two-year agreement contains improvements to responsibility pay, an RRSP contribution plan, a two-percent wage increase upon ratification for 2017 for all staff, and a two-percent wage increase for nursing staff in 2018, as well as a three-per-cent wage increase for general support services staff in 2018.

LOCAL: 048 CHAPTER: 036 Seasons Retirement Communities Olds: First agreement ratified Members voted on May 9 to accept a first collective agreement with their employer.

The new four-year agreement, which expires Dec. 31, 2020, includes a wage grid, wage increases of 1.75 per cent in 2017, 1.75 per cent in 2018, 1.5 per cent in 2019, and 1.5 per cent in 2020, as well as increases to premiums, additional leave days, and an RRSP contribution plan in the last year of the agreement.

The bargaining committee met in Edmonton in early May to develop proposals. In addition to the initial meeting on May 31, the union and the employer will also meet on June 14 and 15 for additional bargaining days.

LOCAL: 071 CHAPTER: 003 Evergreen Catholic: Application for mediation After beginning negotiations in late 2016, the bargaining committee for Evergreen Catholic support staff decided to file for mediation on March 22.

The employer refused to sign off on any articles, including those to which the union was not proposing changes.

With no progress being made towards a collective agreement, the bargaining committee hopes that a neutral third party will help speed up the process.

Mediation will begin shortly.

LOCAL: 118 CHAPTERS: 024, 025, 026 & 027

LOCAL: 049

Carillion Canada: Application for mediation

Capital Care Nursing Care: Agreement ratified

After talks broke down on March 24, the bargaining committee for Carillion employees and the employer mutually agreed to apply for mediation.

The parties remain far apart on such issues as training, hours of work, minimum staffing levels, conversion from seasonal/casual to regular status, and monetary items. Mediation began in late May.

Nursing care members at Edmontonâ&#x20AC;&#x2122;s public seniors care facilities have ratified a collective agreement following successful mediation on April 20 and 21.

Highlights include increases to wages and health benefits, LPN registration fees, and improved overtime for statutory holidays.

LOCALS: 054, 056, 057, 058 & 095 AHS GSS: Bargaining begins Bargaining for a new collective agreement for over 25,000 General Support Services employees of Alberta Health Services began on May 31, after press time.

LOCAL: 118 CHAPTER: 109 Cargill Ltd. Alberta Terminals: Application for mediation The bargaining committee for staff of Cargill Alberta Terminals applied for mediation with the employer on April 21.

The parties have been unable to come to agreement on any open articles, including pension provisions.

Mediation will begin shortly.

AT THE TABLE With up to 75,000 members in negotiations, there are dozens of tables to keep track of. The following locals and chapters have also begun bargaining.

Local 038 NAIT Local 039 SAIT Local 040/003 Covenant Care Villa Marie Local 040/012 Covenant Care Holy Cross Manor Local 042 Good Samaritan Society Provincial Local 047/022 Venta Care Centre GSS & Nursing Care Local 047/024 Salem Manor Society Local 048 Carewest GSS Local 049 Capital Care GSS Local 050 Alberta Gaming & Liquor Commission Local 053 University of Lethbridge Local 069 Athabasca University Local 071/001 Lethbridge College Local 071/002 Olds College Local 071/004 Lakeland College Local 071/005 Medicine Hat College Local 071/006 Alberta College of Art & Design Local 071/007 Grande Prairie Regional College Fairview Local 071/008 Portage College Local 071/009 Northern Lakes College Local 071/010 NorQuest College Local 071/011 Bow Valley College Local 071/014 Red Deer College Local 118/015 Travel Alberta Local 118/018, 019 Legal Aid Alberta DIRECT IMPACT 25

Day of Mourning OHS Committee member Jim Wilson presents Dennis Malayko (right) with an honourary Rolyn Sumlak award.

Malayko is retiring later this year after 40 years of service at AUPE. Day of Mourning Labour Minister Christina Gray speaks during AUPE's Day of Mourning ceremony.

FOCUS ON AUPE Day of Mourning Guard of Honour and Alberta Justice & Solicitor General Pipes and Drums Band.

Labour School Attendees took in a packed schedule during Labour School 2017 this March in Banff.

Labour School Delegates take a break for photos between courses and workshops.

PWL Cold Lake Members and their families walk the picket line outside Points West Living Cold Lake in a show of strength and solidarity as the lockout surpasses 170 days.

PWL Cold Lake Support remains strong for workers locked out since Dec. 16, 2016.

26 DIRECT IMPACT

PWL Cold Lake Confronting scabs crossing the picket line.

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.

THIS IS AUPE YOUR WORKING PEOPLE Alberta Union of Provincial Employees members are hard at work in colleges, technical institutions and school boards delivering services the province needs.

Supporting Alberta's students - it's all in a day's work for members of AUPE.

www.aupe.org facebook.com/yourAUPE Twitter: @_AUPE_

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