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Tentative Agreement Reached

Your bargaining committee is pleased to inform you that we have reached a tentative agreement with the employer following recent bargaining meetings. A ratification vote will be held on the worksite on Nov. 20.

The term of the agreement is three years from Jan. 1, 2018 to Dec. 31, 2020. We will hold an information session for members at noon on Nov. 13 at the worksite to provide more extensive details.

The agreement includes lump sum payments for two years as a transition away from variable pay. In 2019 it will amount to three per cent of your salary and in 2020 will amount to two per cent of your salary. The agreement also includes provisions to allow for wage re-opener negotiations regarding the final year of the agreement (January 1, 2020 to December 31, 2020). Those discussions will begin in late 2019, and if an agreement cannot be reached, the parties will go to interest arbitration by the end of April 2020.

The personal and health spending accounts will be replaced by a flexible spending account. It will increase from $1,000 to $1,125 as of Jan. 1, 2019 and $1,250 as of Jan. 1, 2020.

We were also able to secure important language on employment security for permanent employees until Dec. 31, 2020, along with new workload appeal language that provides a clear process for members to file workload complaints and specific timelines for responses to these complaints. We have also established a Letter of Understanding that will create a joint union-employer committee to review positions excluded from the bargaining unit. We also secured new language to protect against contracting out the work you do.

We were able to make several other important gains in this agreement, including the following:

  • Acting Incumbency (Article 11): Reduces the eligibility period from five days to one day.
  • Hours of Work (Article 12): Improved language dictating hours of work must be scheduled during * Christmas Closure (New Article 14A): Mirrors the Christmas closure provisions in place for direct Government of Alberta employees.
  • Annual Vacation (Article 15): Increase the amount of annual vacation accrual as follows: Less than five years of service = 15 days (108.75 hours); five years or more of service = 20 days (145 hours); 13 years or more of service = 25 days (181.25 hours); 21 years or more of service = 30 days (217.5 hours); 30 years or more of service = 35 days (253.75) hours.
  • Respectful Workplace/Discrimination & Harassment (Article 32): Robust changes provide definitions for workplace harassment and workplace sexual harassment and greater detail around how to deal with these types of issues.
  • Call-in & Call-out (New Article 38): Details regarding entitlements for Call-in and Call-out to replace a letter of understanding that references employer policy.
  • Parking (New Article 39): Effective first pay period following ratification, no employee will be charged a fee for unreserved parking.
  • Telecommuting (New Article 40): Captures terms of employment for the nearly 40 employees who are working from home.
  • Classification Review (New Letter of Understanding #9): The Employer is doing a complete review of all bargaining unit positions. The letter of understanding ensures anybody classified to a lower class will be frozen over range at their current salary rate, but will receive negotiated increases in lump sum payments.

Your committee would like to thank you for your patience and support throughout the bargaining process. If you have any questions about the settlement or upcoming vote, please do not hesitate to contact a member of your committee.

ALBERTA PENSIONS SERVICES CORPORATION BARGAINING TEAM MEMBERS:
Gayle Burkholder
Donna Kowalchuk
Lisa Ledwidge

AUPE RESOURCE STAFF:
Dale Perry Negotiator
1-800-232-7284 or d.perry@aupe.org
Dave Malka Organizer
1-800-232-7284 or d.malka@aupe.org
Mariam Ibrahim Communications Officer
1-800-232-7284 or m.ibrahim@aupe.org

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