A draft of the agreement, based on the tentative agreement reached June 27, 2012 (excepting any errors and omissions), is now available for download.
TENTATIVE AGREEMENT DETAILS – July 6
On June 27, your bargaining committee reached a tentative agreement with Alberta Health Services, Lamont Care Centre, Gray House Guild, and Covenant Health (excluding St. Therese Villa – chapter 011).
Negotiations began in April and were productive throughout. We’re pleased we have come to an agreement both sides could agree to recommend to their principles.
We are recommending ratification of the tentative agreement.
The tentative three-year agreement, retroactive to April 1, 2012, includes a wage increase of three per cent each year for the life of the agreement; improvements to health benefits, including conversion to a Flex Spending Account starting Jan. 1, 2013; supplemental vacation equal to other AHS union contracts and northern incentive allowance (AHS only).
The detailed summary below highlights the key changes to your collective agreement but does not address each specific article. We expect to have the entire tentative agreement posted soon on the AUPE website.
Your voting ballots are enclosed.
Ballots must be received by AUPE headquarters in Edmonton no later than Aug. 15, 2012.
|Article or LOU||Summary of Key Changes||Implication to Members|
|Article 1 Term of Agreement||Three-year agreement to March 31, 2015||Three-year term of agreement, three-percent general wage increases in each year of the agreement|
|Article 2 Definitions||New Language: Temporary Employee – If a program is funded externally, the employer may post a temporary position for a duration longer than 12 months if approved by the union||This may provide more certainty of the duration of a temporary position for both the employee and the employer. This only applies to positions that are funded outside of AHS|
|Article 8 Probationary Period / Orientation||The probationary period now excludes the time spent during periods for training||When an employee is newly hired into the bargaining unit and they are required to have a certain amount of training, hours spent training will not be counted toward the required number of hours to meet the probationary period|
|Article 11 Appointments and Transfers||Language changes in 11.06: The trial period for transfers now excludes hours for training requirements (sample language below), The trial period can no longer be extended for any reason, “In circumstances where reinstatement of the former position is unavailable, the employer shall assign ”||Like the probationary period, the trial period will not include hours worked during the required training for a transfer or promotion. Language is clearer as to what situations the employer would have to place an employee back to their former position (i.e. situations where the former position no longer exists)|
|Article 13 Overtime||Language changes in 13.05: OT accumulation shall be limited to a maximum 38.75 hours, Where time off in lieu of OT is granted pursuant to clause 13.05, OT shall be paid at (1X) the basic rate of pay at the time it was worked and the equivalent time banked at (1X) the basic rate of pay||Employees may carry an overtime bank up to 38.75 hours. For one-hour overtime (2x the basic rate of pay) worked an employee will get paid out for 1 hour (1x the basic rate of pay) and will be able to bank one-hour of overtime (1x the basic rate of pay)|
|Article 18 Temporary Assignments||New Language: “preceptor pay ” language applicable to all employees who are assigned to supervise, educate and evaluate students in a post secondary program recognized by the employer as required qualifications for a position within the scope of this collective agreement||Eligibility to receive preceptor pay is now applicable to all employees, not just LPNs|
|Article 22 Named Holidays||New Language: Added “notwithstanding 2.13” language to 22.03, 22.05 Alternate days off pursuant to Articles 22.03 and 22.04 not taken as at the first pay period after March 1 every year shall be paid out at the basic rate of pay, 22.06(a) (ii) Every reasonable effort shall be made to rotate the requirement to work Christmas or New Year’s from year to year||Added language removes any ambiguity as to who gets paid for hours worked during a named holiday. If an employee and the employer is unable to mutually agree to alternate day, the named holiday shall be paid out. The employer will endeavour to give employees the opportunity to work either Christmas or New Year’s from year to year|
|Article 23 Vacation||New Language: Supplementary Vacation – An additional five days vacation on the anniversary of: 30, 35, 40, 45 years of continuous service||Consistent with UNA, HSAA and AUPE collective agreements|
|Article 24 Employee Benefit Plans||Improvements to the Health Benefits plan for Dental and Orthodontic||Benefit maximums for extensive services and orthodontic increased to $3,000 from $2,500|
|Article 27 Leave of Absence||Language change that would now provide up to four occasions of special leave (up to 7.75 hours per occasion) for special leave versus the current language that provides up to four days annually||Special leave can be taken for up to four occasions of 7.75 hours per occasion without loss of pay|
|Article 29C Regular Part-Time Employees||Consequential amendments applicable for part-time employees to provide changes as agreed to for full-time employees for: Overtime, Named Holidays, Supplementary Vacation|
|Article 33 Discipline & Dismissal||New Language: 33.06 a) An employee required by the employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting||Employees attending an investigation will get paid for their attendance|
|Article 36 Copies of Collective Agreement||New Language: 36.04 The employer and the union shall endeavour to maintain copies of the Collective Agreement on their respective websites||In addition to the current practice under the Collective Agreement, the employer and the union will also make the Collective Agreement available on their respective websites|
|Article 40A Extended Work Day Full Time Employees||Consequential amendments applicable for extended work day full-time employees as agreed to for full-time employees for: Named Holidays, Special Leave – Language changed to four occasions of special leave up to a maximum 11.25 paid hours per occasion|
|Article 40B Extended Work Day Part-time Employees||Consequential amendments applicable for extended work day part-time employees as agreed for part-time employees for: Named Holidays|
|Article 42 Employment Insurance Premium Reductions||New Language: The employee’s portion of all monies from Employment Insurance Commission Premium Reductions (EI rebate) will be paid out as a lump sum once each year or when an eligible employee terminates or transfers to an employment status which is not eligible for the payment||The EI rebate will be paid out annually as lump sum instead of a bi-weekly amount|
|Article 43 Professional Fees||Deleted- Reimbursement for dues paid to a professional college||Employees eligible to receive benefits through new Flex Spending Account (effective Jan. 1, 2013) may elect to be reimbursed for dues paid for professional fees (SEE LOU #7)|
|LOU #6 Joint Committee||Renew with topics amended as presented||The parties agree to continue discussions on certain topics relating to the Collective Agreement through this Joint Committee|
|LOU #7 Flexible Health Benefits Spending Account||New Language: Flexible Health Spending Account to be converted to a Flexible Spending Account effective Jan. 1, 2013 and will provide up to $1,000 annually based on FTE||The conversion to a Flexible Spending Account will provide an employee more options to utilize the spending account for purposes other than just health benefits. For example: professional registration fees, family care (day care), wellness expenses (i.e. gym membership) and RRSP contribution|
|LOU #9 Orthopaedic Technician (Certified) – Off Schedule Wage Rates||Delete and move to the salaries schedule|
|LOU #11 Speciality Licensed Practical Nurse Training Educational Opportunities||Renew with amendments: Employer will pay for full course fee and text books||Employees successful in applying in this program will get full costs of the tuition and text books covered versus the $3,000 maximum previously agreed to|
|LOU #12 Unexpended Sick Leave for LPN at Royal Alexandra Hospital||Renew with amendments: One time payout for those employees eligible under this letter of understanding who are to receive payment for a portion of their unused sick leave upon retirement. Eligible employees will have the option to receive the payment immediately. Upon 90 calendar days after the date of ratification of this agreement this letter of understanding will expire||An eligible employee can elect to be paid 25 per cent of their unused sick bank without having to retire or terminate. As such, their sick bank would then be reduced by 25 per cent. If they choose to waive their entitlement under this LOU, their sick leave bank will remain unreduced but no payout will be given upon termination|
|LOU #13 Transfer & Severance Offering||Renew with amendments: Reference to sites in a bargaining unit removed||This provides a more flexible application of the LOU between when there is transfer of services or programs between AHS and Covenant Health worksites|
|LOU #19 Responsibility Pay For Rural Community Calgary||Renew LOU with the rate increased to $1.25||This rate reflects the same rate for responsibility pay applicable to other employees pursuant to clause 18.02|
|LOU RE: Salary Appendix Applicable to Urology Technician – RVGH||Delete and move classification to the salary schedule||This classification will be moved under the LPN pay grade|
|LOU RE: Benefits Diabetic Supplies||New LOU: Effective Jan. 1, 2013 the supplementary health plan care plan will include 100 per cent direct bill coverage for diabetic supplies and insulin pump||Members will now receive coverage for diabetic supplies as per the letter of understanding|
|LOU RE: Northern Incentive Program||New LOU: 55 to 57 parallel $3,000 per annum. Above 57 parallel $6,300 per annum. Municipality of Wood Buffalo (Fort Mac) $12,480 per annum and Above 57 parallel $1,235 personal travel allowance|
|LOU RE: Calgary Transition from Seven (7) and Seven Point Five (7.5) work day to Seven Point Seven Five (7.75) hour Work Day||New LOU: LOU that addresses the change of the daily and yearly hours of work for employees in the former entity of Calgary Health Region who have been covered under LOU 16 and LOU 17 to transition to a seven point seven-five (7.75) hours-per-day and two thousand twenty two point seven five (2022.75) hours-per-year||For the affected employees, the increase in daily and yearly hours will take place no later than 120 days from the date of ratification|
Main Salary Schedule
April 1, 2012
- Increase all basic rates of pay to three per cent each year for the life of the agreement
- Delete current pay grade 2 and move incumbents step, to step on to current pay grade 3, except for Step 6 of the Community Rehabilitation Worker, which moves to Step 7 of pay grade 3
- Move off-schedule pay grade for Orthopaedic Technicians to Main Appendix and delete LOU
- Delete pay grades 17 and 18
- (Note: Individuals who transferred into Auxiliary Nursing Bargaining unit effective April 9, 2012 may have received a 3 per cent increase to basic rates of pay effective April 1, 2012 as members of the Paramedical/Technical bargaining unit – such increase not to be duplicated as part of this package)
April 1, 2013
- Increase all basic rates of pay three per cent
- Delete current pay grade 5, add reference to Home Health Aids into current pay grade 4A and move incumbents on to current pay grade 4A as follows:
|Home Health Aide||Pay Grade 4A|
|Step 1||Step 1|
|Step 2||Step 2|
|Step 3||Step 4|
|Step 4||Step 5|
|Step 5||Step 7|
|Step 6 w/o Ed All||Red circled|
|Step 6 w/ Ed All||Step 8|
April 1, 2014
- Increase all basic rates of pay three percent
Please do not hesitate to contact a member of your bargaining committee with any questions, comments or concerns you may have during the negotiations process.
Your committee is dedicated to keeping you informed throughout the collective bargaining with Alberta Health Services and Covenant Health.
Your bargaining committee is:
Sandy Miller, AUPE Local 043: email@example.com
Raminder Gill, AUPE Local 040: firstname.lastname@example.org
Brenda Bailer, AUPE Local 044: email@example.com
Myrna Wright, AUPE Local 041: firstname.lastname@example.org
Stan Bateman, AUPE Local 045: email@example.com
Reg Gardener, AUPE Local 046: firstname.lastname@example.org
Terry Agoto, AUPE Negotiator: email@example.com
Jim Petrie, AUPE Negotiator: firstname.lastname@example.org
Ballots must be received by AUPE headquarters in Edmonton no later than Aug. 15, 2012.