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Health Care Services Sector
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Bargaining Updates from 2002
For immediate release: Dec. 19, 2002
AUPE seeks mediation in Community Health Negotiations
EDMONTON - The Alberta Union of Provincial Employees has applied for the assistance of a mediator to help bring negotiations for a new contract on behalf of more than 1,000 community health workers to a successful conclusion.
"We have applied for mediation because the latest monetary offer from the Provincial Health Authorities of Alberta, the employer bargaining representative, falls far short of the recent Auxiliary Nursing agreement on all issues," said AUPE President Dan MacLennan.
"There is always a lot of talk about the importance of home care and the people who deliver it," said AUPE Staff Negotiator Malcolm McNaughton. "Yet in negotiations like these, we don't see that concern put into action. It's time for these employers to show that they mean what they say."
McNaughton noted that 10 days of negotiations have taken place between March and the present. "Instead of bargaining toward an agreement, the employer appears to be trying to create conditions that will force these talks into mediation," he said. "We believe the employers should concentrate on treating their workers fairly rather than avoiding decisions for political reasons not related to health services."
McNaughton noted that in the recently ratified collective agreement between AUPE and the PHAA on behalf of approximately 7,000 licensed practical nurses, nursing attendants and operating room technicians, AUPE members received pay increases of four per cent and three per cent in each year of a two-year contract.
That contract, called the Multi-Facility Auxiliary Nursing Agreement, also included double-time overtime, shift and weekend differential pay of $1.75 per hour, and improvements in on-call pay, educational allowances and severance pay.
The community health workers, members of AUPE Local 058 employed in eight health regions throughout Alberta, work in community home support jobs providing auxiliary nursing care, clerical and support services.
For more information, contact:
Dan MacLennan, President, AUPE, 780-930-3301 or 780-910-8392 (cellular phone)
Malcolm McNaughton, Staff Negotiator, AUPE, 403-343-2154 or 403-304-8245 (cellular phone)
David Climenhaga, Communications Director, AUPE, 780-930-3311 or 780-717-2943 (cellular phone)
Bargaining Update - Dec 18, 2002
Bargaining continues with Capital Care
The Bargaining Committee for AUPE members in general support services and members of the front-line nursing staff who are not part of the CCEBA table at Capital Care Group Inc. continues the bargaining process with the employer.
Your Bargaining Committee has been negotiating with your employer since June.
Just recently, we have been able to sign -off almost all of the non-monetary items.
These items include the following Articles:
Article 3: Change in collective Agreement
Article 5: Union Membership
Article 7: No Discrimination
Article 8: Occupational Health and Safety
Article 9: Job Classification
Article 10: Bulletin Boards
Article 11: Shop Stewards
Article 12: Grievance Procedure
Article 13: Probationary Period
Article 15: Paydays
Article 19: Call-Back
Article 27: Workers Compensation
Article 32: Uniforms
Article 34: Discipline Dismissal and Resignation
Article 33: Appointment, Transfers and Promotions
Article 38 Copies of the Collective Agreement
In addition to the articles mentioned above, the committee has agreed to a number of "Letters of Understanding" with the Employer.
We are currently continuing discussions on the layoff and recall procedures. Both sides have agreed to have these discussions based on a conceptual or "mutual gains" style of bargaining.
Our next bargaining dates have been set for Jan. 23 and 24.
If you have any questions or need additional information, please contact a member of the Bargaining Committee.
Your Bargaining Committee members are:
Rod Vidal Lynwood Care Centre 461-5457
Christine Sharp Mewburn Veterans Centre 963-5559
Diana Forst Strathcona Care Centre 465-3598
Janice Louden Strathcona Care Centre 467-0022
Sonya Rick Lynwood Care Centre 487-4950
Mary Kehoe Lynwood Care Centre 963-8810
Giselle Gautier Grandview Care Centre 989-2788
Pat Newel AUPE Staff Representative 930-3332
Terry Agoto AUPE Staff Representative 930-3309
Bargaining Update - Dec 16, 2002
AMHB mandate consistent with 'pattern of settlement'
EDMONTON - The Alberta Mental Health Board has given its bargaining representatives a mandate that is consistent with the "pattern of settlement" in the health care sector.
The AUPE Local 042 Bargaining Committee met employer representatives on Dec. 11 and 12 in Edmonton, following a meeting of the Local 042 Council on Dec. 9.
The employer's negotiators indicated there will be a settlement for functional groups within the AMHB comparable to the settlements for people doing similar work under United Nurses of Alberta (UNA), Health Sciences Association of Alberta (HSA) and AUPE Multi-Facility Auxiliary Nursing agreements.
A number of outstanding issues remain that are priorities for the Local 042 Bargaining Committee. These issues are as follows:
Benefits package - should be consistent across the board.
Pro-rated benefits for part-time employees.
Vacation and statutory holiday carryover for part-time employees.
Double-time overtime.
No contracting-out.
Severance.
Sick-leave improvements.
A settlement for general support workers.
For immediate release: Dec. 09, 2002
AUPE members at Camrose care centres ratify collective agreement
CAMROSE - Members of the Alberta Union of Provincial Employees at two Camrose care centres have ratified a new two-year collective agreement containing pay increases for most workers of 4 per cent in the first year and 3 per cent in the second.
"This was a good deal for this group of working people," said AUPE President Dan MacLennan. "In addition to salary increases, it contains other important changes that will directly improve job security and increase compensation."
The agreement between AUPE and Bethany Long-Term Care Centre and Bethany Rosehaven Care Centre affects more than 400 members, said AUPE Union Representative Wayne Trimble, who led the AUPE negotiating team.
About three quarters of the members of AUPE Local 047/002 provide auxiliary nursing care, and they will receive the four-per-cent and three-per-cent pay increase, Trimble said. Pay increases are retroactive from April 1, 2002.
The remaining quarter of the local's membership are support workers, and their raises plus their shift and weekend premiums will be the same as those negotiated in the province-wide multi-employer support agreement, he explained. Bargaining for that agreement continues between AUPE and the province's health regions.
Other improvements in the Camrose agreement include double-time overtime for all employees, including the support workers, and shift and weekend differential pay of $1.75 per hour for auxiliary nursing staff, Trimble said.
"The agreement also includes an important no-contracting-out clause affecting all employees", he added.
Voting by members took place on Dec. 4 and Dec. 6.
The agreement will remain in effect until March 31, 2004.
For more information, contact:
Dan MacLennan, President, AUPE, 780-930-3301 or 780-910-8392 (cellular phone)
Wayne Trimble, Union Representative, AUPE, 780-672-8877 or 780-679-5734 (cellular phone)
David Climenhaga, Communications Director, AUPE, 780-930-3311 or 780-717-2943 (cellular phone)
Bargaining Update - Dec 02, 2002
Employer applies for mediation in negotiations with Local 055
CALGARY - The employer has applied for mediation in negotiations for new collective agreements for members of Local 055 at the Alberta Children's Hospital and Foothills Hospital.
Mediation dates have been set for Dec. 16, 17 and 18.
Only monetary issues remain on the table in the negotiations for new collective agreements at the two Calgary hospitals, said AUPE Union Representative Karen Thibault, who leads the bargaining teams from both institutions.
The employer's current position calls for pay increases of 2 per cent in the first year, 2 per cent in the second year and a wage-reopener in the third year of a three-year collective agreement. In addition, the employer proposal calls for no pay increase for housekeeping and dietary staff.
The opening position of the Local 055 bargaining teams from each hospital calls for a pay increase of 10 per cent in the first year and 10 per cent in the second year of a two-year agreement.
AUPE represents support workers at the Alberta Children's Hospital and support workers and auxiliary nursing staff at the Foothills Hospital.
Bargaining Update - Nov 29, 2002
AUPE Local 058 community health group back at the table
EDMONTON - Employer bargaining representatives have agreed to more bargaining dates and negotiations are set to begin again for members of AUPE Local 058, which represents community health workers throughout Alberta.
Bargaining with the Provincial Health Authorities of Alberta, the employers' bargaining representative, is set to resume on Dec. 17 and 18.
There are more than 1,000 AUPE members in Local 058, which represents community health workers in eight provincial health regions.
Members work in community home support jobs providing auxiliary nursing care and general support services.
Bargaining Update - Nov 28, 2002
Local 056 general support group bargaining back to the table
PEACE RIVER - After a long wait, the employer has agreed to more bargaining dates and negotiations are set to begin again for members of AUPE Local 056, which represents general support workers in rural hospitals in many parts of Alberta.
Bargaining with the Provincial Health Authorities of Alberta, the employers' bargaining representative, is set for Dec. 5, with further sessions scheduled on Jan. 9 and 10.
There are more than 1,000 AUPE members in Local 056, which represents hospital support workers in the Aspen, Crossroads, David Thompson, East Central, Lakeland, Mistahia, and Peace regional health authorities.
Members do a variety of jobs vital to the operation of their hospitals, including maintenance, administration, dietary, laundry and housekeeping.
Local 056 Contacts
Jules Noel, representing David Thompson RHA - work phone: 403-782-3336
Lorie Olsen, representing Aspen RHA - work phone: 780-689-3731
Robert Thrall, representing Peace RHA - work phone: 780-324-3730
John Van Den Elzen, representing East Central RHA - work phone: 780-753-3306
Lawrence Hagen, representing Mistahia RHA - work phone: 780-538-7380
Reg Hilts, representing Crossroads RHA - work phone: 780-542-5321
Della Joseph, representing Lakeland RHA - work phone: 780-895-2211
Valerie Lloyd, representing Redwater Health Care Centre - work phone: 780-942-3932
Chris Wicks, representing Mayerthorpe Health Centre - work phone: 780-786-2261
Brian Randall, Union Representative, AUPE, Negotiator - 1-800-232-7284, press 2
Maria Marrazzo, Membership Services Officer, AUPE - 1-800-232-7284, press 1
Bargaining Update - Nov 22, 2002
Health employers ratify Multi-Facility Agreement settlement
EDMONTON - Alberta's health authorities have accepted the terms of a settlement recommended by a government-appointed mediator for the Multi-Facility Auxiliary Nursing Agreement.
The collective agreement will affect approximately 7,000 AUPE Licensed Practical Nurses, Nursing Attendants and Operating Room Technicians across Alberta who voted to accept the terms of the proposed settlement in ballots that were counted on Nov. 12.
Ratification of the mediator's recommendation by both parties means the settlement will now form the basis of the new collective agreement that will remain in effect until March 31, 2004.
AUPE's mail-in balloting was held after the union held meetings across the province to discuss and answer questions on the mediator's report.
"Our members were provided with the opportunity to vote for or against the mediator's recommendation and in a very close vote they accepted it," said AUPE President Dan MacLennan.
The PHAA, which bargains for Alberta's health regions, said in its statement today that "each employer independently reviewed the fiscal and operational implications of the mediator's recommendation and decided to accept the agreement."
The mediator's recommendations included increases to basic salaries of four per cent in the first year and three per cent in the second year of a two-year collective agreement.
The recommendations also included double-time overtime pay, shift and weekend premiums of $1.75 per hour, introduction of severance provisions, improvements to education allowances and increases to on-call pay.
Bargaining Update-Local 54 - Nov 20, 2002
Mediation sought in AUPE Local 54 negotiations
EDMONTON - The AUPE Local 54 Bargaining Committee, representing support workers at the University of Alberta Hospital and the Glenrose Rehabilitation Hospital, has requested mediation to bring negotiations for a new collective agreement to a successful conclusion.
Bargaining Committee members and staff negotiators met with employer representatives Tuesday, Nov. 19, and met among themselves at AUPE headquarters on Nov. 20.
AUPE and the employer remain far apart on many issues, said AUPE Staff Negotiator Jim Petrie.
"The employer representatives seem as entrenched in their position as we are determined to put forth positions based on the bargaining mandate members have given us," Petrie said.
The application for mediation was made on Nov. 20 and members will be kept informed of our progress, Petrie said.
Despite the request for mediation to speed negotiations at this point, Petrie said that significant progress in some areas has been made during more than 20 days of bargaining that have taken place so far.
Among the improvements to the collective agreement that the employer has agreed to are the following:
Article 11: Discipline and Dismissal. If the employer does not act on a disciplinary matter within 10 days of becoming aware of the matter, disciplinary actions are nullified.
Article 17: Seniority. Seniority will begin on the date of hire in the bargaining unit.
Article 31 - Annual Vacation. The employer must post a vacation planner by Feb. 1 of each year. The employee must indicate his/her preference for vacations by March 31 and the employer must respond by May 15. Vacation requests after March 31 will be approved on a first-come, first-served basis.
Article 31 - Annual Vacation. Any employee who is hospitalized while on vacation will be considered on sick time for the period of the stay in hospital.
On other items, Petrie said, the sides remain far apart. Among the important areas still outstanding are the following:
Article 22 - Reclassification.
- AUPE proposes a grievable appeal process to challenge a decision by the employer not to reclassify an employee. AUPE also proposes reclassifications and market adjustments for trades, clerical, surgical processors, program assistants, lab assistants and others.
- The employer says it is not prepared to consider either change, arguing market adjustments were made in the last round of negotiations.
Article 25 - Overtime.
- AUPE proposes double time for overtime.
- The employer proposes current rates.
Article 26 - On-Call.
- AUPE proposes $3 per hour for employees on call during regularly scheduled workdays and $4.25 per hour during days off and paid holidays.
- The employer proposes current rates.
Article 29 - Shift and Weekend Differentials.
- AUPE proposes $1.75 per hour for shift and weekend differentials.
- The employer proposes current rates, plus no shift differential for short shifts.
Article 34 - Prepaid Health Benefits.
- AUPE proposes an upgraded benefits package benefits package that would include short-term disability insurance for the University of Alberta site - the Capital health Region's standard Core Plan.
- The employer proposes no change to the current benefits package.
Article 37 - Regular Part-Time Employees.
- AUPE proposes prorated benefits for all part-time employees.
- The employer proposes no change in current policy.
Wages.
- AUPE proposes 10 per cent in the first year and 10 per cent in the second year of a two-year agreement.
- The employer proposes 2 per cent in the first year and 2 per cent in the second year and a wage reopener in the third year of a three-year agreement. In addition, the employer proposes a zero-per-cent pay increase for all employees in Housekeeping and Nutrition Services for all three years.
Severance.
- AUPE proposes severance starting at 14 weeks to a maximum of 43 weeks determined by length of service with the employer.
- The employer has not responded.
No Contracting Out.
- AUPE proposes no contracting out for the life of the agreement.
- The employer has not responded.
A list of all other signed-off articles is included below:
Article 3 - Application - no change.
Article 4 - Negotiation - no change.
Article 5 - Management Rights - no change.
Article 6 - Union Recognition - no change.
Article 7 - Union Membership/Dues - no change.
Article 8 - No Discrimination - no change.
Article 9 - Union Stewards - no change.
Article 10 - Grievance Procedure - no change.
Article 12 - EMAC - no change.
Article 13 - Health & Safety - no change.
Article 14 - Bulletin Boards - no change.
Article 16 - Probation Period - no change.
Article 19 - Job Opportunities - no change.
Article 20 - Promotions - no change.
Article 24a and 24b - Modified Hours of Work - no change.
Article 33 - WCB - no change.
For more information, please contact:
Jim Petrie, Negotiator, AUPE, 919-4415 (cellular phone), j.petrie@aupe.org
Dan MacLennan, President, AUPE, 910-8392 (cellular phone), maclennan@aupe.otg
Nov 18, 2002
AUPE files unfair labour practices complaint in CCEBA talks
EDMONTON - AUPE has filed an unfair labour practices complaint with the Alberta Labour Relations Board in negotiations with the Continuing Care Employer Bargaining Association (CCEBA).
The AUPE Bargaining Committee representing the approximately 2,000 licensed practical nurses, personal care attendants, nursing attendants, physiotherapy attendants, recreation attendants, occupational therapy attendants and clinic attendants who come under the contract with CCEBA has formally complained that the employer bargaining representative has refused to table a complete contract proposal containing its monetary package.
AUPE believes CCEBA is frustrating the bargaining process by denying the union's request to exchange complete proposals.
As a result, negotiations with the employer have broken off.
Before the talks broke off, bargaining committees for both sides had agreed to sign off 10 non-monetary items. The parties also agreed to delete two letters of understanding - "On Call," and "Ambulance Duty" - from the agreement. No further items have been signed off.
AUPE and CCEBA bargaining teams met Sept. 25 and 26. At the end of that session, the AUPE Bargaining Committee agreed that all non-monetary items should be set aside for the time being as there had been no progress toward an agreement.
However, the AUPE committee agreed to meet the employer again to deal with monetary issues.
The sides met again on Oct. 16. At that time, the AUPE Bargaining Committee maintained its last position on the outstanding non-monetary issues. CCEBA said it was reverting to its original position.
During this meeting, AUPE requested that the CCEBA table a complete proposal, including all monetary items.
The employer refused to meet AUPE's request and, as a result, a bargaining session scheduled for the next day was cancelled.
However, the union expected the employer group to table its complete proposal at the parties' next scheduled meeting on Nov. 13.
But when the parties met again that day, CCEBA again refused to table a complete proposal.
The AUPE Bargaining Committee concluded that bargaining could not continue without an exchange of complete proposals, and a meeting set for Nov. 14 was cancelled.
AUPE then filed an unfair labor practice complaint with the ALRB, arguing that CCEBA is bargaining in bad faith.
However, prior to the negotiations breaking off, additional dates for bargaining had been scheduled for Dec. 11 and 12. Those dates have not been formally cancelled.
Members of the bargaining unit should feel free to contact any of the Bargaining Committee members listed below if you have any questions or concerns regarding negotiations.
The bargaining component includes AUPE members employed by several employers, including Bethany Care Society, Capital Care Group and Carewest.
AUPE CCEBA Bargaining Committee
Elda Glover - Capital Care Lynwood (780) 481-9178
Gwena Williams - St. Michael's Edmonton (780) 472-8318
Terri Hannley - Capital Care Norwood (780) 973-5661
Liberty Pestano - Capital Care Grandview (780) 463-2387
Shelly Brooker - Bethany Care Calgary (403) 241-2962
Pat Young - St. Michael's Lethbridge (403) 327-5046
Phyllis Doyle - St. Joesph's Edmonton (780) 439-7291
Loretta Gendron - MSO, AUPE 1-800-232-7284 Press 8 (403) 329-1210
Terry Agoto - Union Representative, AUPE 1-800-232-7284, press 1
(780) 930-3309
For immediate release: Nov. 12, 2002
AUPE members vote to accept mediator's recommendation for Multi-Facility Agreement
EDMONTON - In province-wide balloting, members of the Alberta Union of Provincial Employees have voted to accept the terms of a settlement recommended by a government-appointed mediator.
The mediator's recommendation, which was issued in September, must now be voted on by regional health authorities.
If it is ratified by the employers, it will become the Multi-Facility Nursing Auxiliary Agreement that covers approximately 7,000 licensed practical nurses, nursing attendants and operating room technicians throughout Alberta.
"The votes have now been counted," said AUPE President Dan MacLennan. "The terms put forward by the mediator did not contain everything that we believed our members deserved in this round of bargaining.
"Members were provided the opportunity to vote for or against the mediator's recommendation and in a very close vote they have accepted it," MacLennan said.
The mail-in balloting was held after AUPE held meetings across the province to discuss the mediator's recommendation with affected members.
The mediator's recommendations include increases to basic salaries of four per cent in the first year and three per cent in the second year of a two-year collective agreement, said AUPE Staff Negotiator Jim Petrie.
The recommendations also include double-overtime pay, shift and weekend premiums of $1.75 per hour, introduction of severance provisions, improvements to education allowances and increases to on-call pay, Petrie said.
For more information, contact:
Dan MacLennan, President, AUPE, 780-930-3301 or 780-910-8392 (cellular phone)
Jim Petrie, Staff Negotiator, AUPE, 780-930-3335 or 780-919-4415 (cellular phone)
David Climenhaga, Communications Director, AUPE, 780-930-3311 or 780-717-2943 (cellular phone)
Friday,Nov. 08, 2002
Tough bargaining continues for AUPE Local 054 members
Your Bargaining Committee has met 20 times with the employer since April 8, most recently on Oct. 22.
Bargaining has been tough. The employer continues to insist that the only significant changes to the collective agreement be those that benefit the employer. Your Bargaining Team has worked hard to stick to the mandate set by YOU, the members.
While numerous contract clauses have been signed off, your AUPE Bargaining Committee and the employer remain far apart on many issues.
Among the key issues still unresolved are the following:
Definitions of employees. The employer wants to split 'casual' and 'temporary' employees in a way that would limit the ability of temporary employees to get into permanent jobs.
Classification adjustments for clerical workers. The employer says No.
Market adjustments for trades employees. The employer says no.
Layoff and recall. The employer wants lengthy and confusing changes that would limit the ability of our members to remain employed in other positions if their jobs were eliminated. Your committee wants changes that would protect members' jobs.
Overtime. Your union proposes double time for overtime. The employer says no, and further wants a shorter period before an employee can be called back to work.
On-call pay. Your committee wants $3 per hour for on-call work, $4.25 per hour on statutory holidays. The employer says no.
Sick leave. The employer wants employees at the Glenrose to give up hard-won sick-leave positions.
Shift differential. The employer wants to eliminate shift premiums for short shifts.
Position abolishment. The employer wants to delete an article that requires 60 days' notice or 60 days' pay if a position is abolished.
Severance. Your Bargaining Committee wants severance pay for employees whose jobs are eliminated. The employer has not responded.
Temporary employees' benefits. Your committee wants benefits to be pro-rated for all employees.
No contracting out. Your Bargaining Committee proposes no-contracting-out language. The employer has not responded.
Pyramiding. The employer wants to take away the right of employees to collect both shift and weekend differential pay when they work weekend evenings.
Pay. Your Bargaining Committee proposes 10 per cent for all employees in the first year and 10 per cent in the second year of a two-year agreement. The employer proposes zero pay increase for some housekeeping and dietary staff, lower start rates for the same employees, and for everyone else, just 2 per cent in the first year, two per cent in the second and a wage reopener in the third year of a three-year agreement.
AUPE believes everyone on the health-care team should be treated in the same way for the important work we all do.
More bargaining dates are set for Nov. 19 and 20. We will be calling meetings in the days ahead to keep members aware of the progress in your negotiations.
Click here for more detailed information on all signed-off and unresolved issues.
Sept. 6, 2002
Multi-Facility Auxiliary Nursing Agreement mediation
AUPE negotiators in bargaining for a new Multi-Facility Auxiliary Nursing Agreement have told the mediator and employer representatives that they cannot consider the employer's latest proposal without consulting members.
On Sept. 3, employer representatives from the Provincial Health Authorities of Alberta (PHAA) tabled proposals and clarified their positions through mediator Steve Morrison in the continuing negotiations for a new Multi-Facility Agreement.
AUPE responded to a number of outstanding issues and tabled proposals again through the mediator.
The employer's proposal, which is set out below, was made subject to the condition that AUPE withdraw the following union proposals:
Designated days of rest for part-time employees.
Overtime beyond scheduled hours for part-time employees.
On Call premiums (increases).
Vacation Accruals (equivalent to UNA).
Shift premiums.
In addition, the employer made it clear that it wishes to package several critical articles together in a fashion not desired by the union.
Given this and the employer's clear response that it is not interested in many changes desired by AUPE members, the Bargaining Committee informed the employer that the mediation process cannot continue until members have been consulted.
The committee met in caucus on Sept. 4 and 5 in an attempt to resolve some of the outstanding issues within the mandate it has been given by members.
This round of bargaining has been long and hard and the Bargaining Committee has made every attempt to address members' issues. In every case, the employer has said it has no no ability to meet our needs, no desire to meet our needs, and no mandate to meet our needs.
Negotiations, as a result, have reached a critical moment when YOUR input and direction is required.
Meetings have been scheduled for all Locals/Chapters.
It is important that you attend.
More meetings are scheduled with the mediator for Sept. 18, 19 and 20.
Current AUPE and PHAA Bargaining Proposals
AUPE PHAA
Term 2 years 3 years
Hours of Work X days NO (X days)
OT 2x On table
Salaries Ed Allowance
Severance On the table On the table
Shift Differential $1.75 $1.50 (CL.)
Wage Premium $1.751 $1.50 (start April 1/03)
Preceptor.65¢ all employees.65¢ LPN only
On Call $3.00-4.25 $1.25-1.75 (CL)
Vacation Increased entitlement (CL)
Benefits All same fee guide NO
Part-time X days NO (x days)
Sick credit for extra shifts NO (sick credit for extra shifts)
Layoff Employer pay 3 months 1 month (CL)
Share of benefits
Extended On the table On the table
AUPE PHAA
Wage 1st year 2nd year 1st year 2nd year 3rd year
LPN 5% 4% 3% 3% reopen
NA 5% 4% 2% 2% reopen
Contact your bargaining team
Any questions or comments should be directed to your bargaining committee members.
Your Bargaining Committee Members are:
Thelma Ogden - 780-532-6532
Patricia Francis - 780-675-6020
Myrna Wright - 403-627-4507
Bettty Hanson - 403-378-4813
Marjory Vollema - 403-236-2562
Karen MacAulay - 403-748-4233
Ann Hnatiuk - 403-335-8244
Sylvia Jones - 780-766-3107
Sara Smith - 780-471-1892
Marilyn Emter - 780-523-3013
Sandra Kyle - 780-963-5384
Gloria Surridge - 780-430-7207
Terry Orcheski - 780-679-4129
MaryLou Savic - 780-636-2195
Bargaining Update: June 20, 2002
Local 042 - Bargaining Update
The AUPE Local 042 bargaining committee has now presented the union's position to the Alberta Mental Health Board in the current round of negotiations.
AUPE's objectives in bargaining are based on the mandate given the committee by Local 042 members, information from the bargaining survey of members' views and the strategy developed by the bargaining committee.
Both AUPE and the AMHB agreed to conduct the negotiations using the conceptual model and early in negotiations a protocol for bargaining was developed.
AUPE proposal
Accordingly, the package presented by the bargaining committee to the employer included improvements in the following areas:
Annual leave to be brought into line with annual leave provisions in the UNA collective agreement.
Increase general illness leave to 10 days at 100 per cent pay, and increase casual illness leave to 10 days at 100 per cent pay.
Standardize benefit packages at Alberta Hospital Edmonton and Alberta Hospital Ponoka.
Raise maximum for orthodontic coverage to $2,500 from $1,500.
Provision of a Blue Cross card that would allow immediate reimbursement for medical costs.
Addition of a vision-care plan.
Part-time employees to receive full-time benefits, pro-rated.
Increase in long-term disability maximum to $3,500 from $2,500.
Carryover of annual leave so that annual leave can be taken in the next year.
Supplemental holidays as in the UNA agreement.
An increase in bereavement leave to five days.
The severance package to be incorporated into the collective agreement and increased to 43 weeks.
Class adjustments for different classifications.
An overall salary increase for all classifications.
Language on no contracting out.
In addition, the bargaining committee has proposed a reinstatement of contract language for nurses and professional staff that would provide them with total compensation equal to that negotiated in the UNA and HSAA contracts.
Employer proposal
For its part, the employer put forward a position that identified the "divestiture" of AMHB services to regional health authorities as a priority, and identified April 1, 2003, as the completion date for the change.
The employer has maintained throughout bargaining that they wish to standardize conditions for AMHB employees to those prevailing among the regional health authorities. The AMHB has also identified severance as a significant issue.
The AMHB's proposal is consistent with the bargaining positions being presented to AUPE members elsewhere in the health services sector.
From the start of negotiations, the employer has maintained that it wants to bargain in a manner consistent with the bargaining positions of the employers in other functional bargaining units - i.e., their offer to LPNs will be consistent with the other employers' offers in the Multi-Facility Agreement, Registered Nurses will be consistent with UNA, General Support to Administrative Support.
As a result, AMHB has presented the same initial wage offer as that presented to other health care workers:
2 per cent in the first year
2 per cent in the second year
A wage-reopener in the third year
The employer reserves the right to speak to wages for laundry, housekeeping and dietary staff.
The Local 042 bargaining committee continues to monitor bargaining at the other health care tables and is preparing for a return to negotiations. Additional meetings will be scheduled soon and Local 042 members will be kept informed of the progress of negotiations.
AUPE Bargaining Team:
Kathie MacDuff, Local /Chapter 008 Chair-AHE
Bargaining Committee Chair
Pager 445-7827
Jim Smith, Chapter 001, AHP
Marylin Dewan, Chapter 002, AHP
Susan Lloyd, Chapter 003, AHP
Connie Quayle, Chapter 004, Claresholm, Raymond
Marg Brown, Chapter 006 Mental Health Clinics North
Don McInnes, Chapter 007, Mental Health Clinics South
Bob Mack, Chapter 009, AHE
AUPE Negotiator
Mike Boyle
Union Representative
Dennis Malayko
Please feel free to contact any of the above noted committee members with your concerns. You may contact individual bargaining reps through Kathie MacDuff or Dennis Malayko.
June 18, 2002
Local 047, Chapters 018 and 019 - Bargaining Update
The Local 047 Bargaining Committee, representing employees at the Cross Cancer Institute in Edmonton and the Tom Baker Institute in Calgary, has met with the employer on six occasions since April 2002.
We have presented your positions on benefits and other monetary items as mandated by the membership survey. Most housekeeping non-monetary items have been signed off.
Wage proposals are still outstanding and will be dealt with during future bargaining sessions.
Your Bargaining Committee continues to monitor the Multi-Facility table, which is now heading to mediation. More bargaining dates will be scheduled.
Your Bargaining Team members are:
Cross Cancer - Edmonton
Greg Gutsch
Bargaining Committee Chair
Cross Cancer - Edmonton
Sharon Urbina
Tom Baker - Calgary
Jean Russell
AUPE Negotiator
Mike Boyle
Membership Services Officer
Jaime Oyarzun
Please feel free to contact any of the above noted committee members with your concerns. You may contact individual bargaining reps through Mike Boyle or Jaime Oyarzun.
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