Memo of Agreement Reached

Your bargaining committee has signed a Memorandum of Agreement (MOA) with your employer.

This is a three-year MOA beginning October 1, 2018 and ending September 30, 2020. There are no salary increases in the first two years, but there is a wage reopener in year three. We would begin negotiating this wage reopener with the employer on October 1, 2019. If we don’t find agreement by November 1, 2019, we would then be able to seek arbitration, which would be held no later than February 3, 2020. Any salary increases awarded by the Arbitration Panel would be effective October 1, 2019.

Ratification Vote

Your ratification vote will take place on February 13, 14, and 15 at sites in Edmonton, Calgary, Devon, and Vegreville.

Important Improvements

We made some important gains with this MOA. Here are some ways this new agreement would make your worksite better:

• Article 11 – Safety and Health: This article is now up to date and compliant with the new changes to Alberta’s OH&S Code;
• Article 9 – Time Off for Union Business: Your elected Local Chair shall receive up to four work days per month for union business, paid by the employer;
• Article 12 – Terms of Employment: New language added to cover terms set out when the employer creates a new job classification. This includes Arbitration for the salary if the parties can not agree;
• Article 19 – Shift and Weekend Premiums: Both shift premiums and weekend premiums are increased to $2.25;
• Article 22 – Paid Holidays: This article has been amended to create time for a Christmas Closure. It covers the days between Christmas and New Years as time off with pay;
• Article 30 – Separation Pay: The time for Separation Pay has been increased to 52 weeks;
• Article 32 – Benefit Programs: Health Spending and Personal Spending Account is increased to $930 for full-time employees and $790 for part-time employees, effective April 1,2019;
• A new Article called Respect in the Workplace to address bullying and harassment in the workplace;
• A new Letter of Understanding about your workload creates a process for employees to address systemic and unmanageable workloads that span at least 30 days;
• A New Letter of Understanding which ensures 60 day notice to the union and 30 day notice to affected members if there are going to be reductions in the workforce due to abolished positions;
• A new Letter of Understanding addresses contracting out. This also creates a process for meaningful consultation with the intention of examining potential alternatives. Your employer’s commitment is to disclose the potential effects on employees and their rational for any such initiative;

Your bargaining committee is dedicated to keeping you informed throughout the entire negotiations process. Please do not hesitate to contact a member of your committee or AUPE resource staff with any questions, comments or concerns you may have.

Please update your contact information so you don’t miss out on important bargaining updates by visiting:


Julian Brown
Marcel Weinans
Jim Wilson
Tania McDonald


Mac McNaughton Negotiator

Farris Sobhani Organizing
780-271-0728 or

Alexander Delorme Communications
780-930-3333 or