Negotiations started over a year ago, and from the beginning, we challenged a number of unfair proposals tabled by the employer and faced multiple delays. You continued to stand behind us throughout. Thank you for patience and support, so we could achieve the best agreement under the circumstances.
Voting for the tentative agreement will take place in the third week of May at CapitalCare worksites around the province. Vote dates, times and locations will be determined soon.
Ballots will be counted May 17 at AUPE headquarters in Edmonton.
Please have your say and vote! You know what you and your coworkers deserve.
The Terms of the Agreement
The tentative agreement, if ratified, will come into effect July 1, 2017 and end June 30, 2020, providing us with a number of protections that will make our work environment healthier.
• Updates in line with new OH&S legislation. New Respectful Workplace/No Discrimination language will reflect these updates with timelines for the employer to respond to allegations.
• Improvements to the grievance procedure that will help us resolve more issues before a written grievance is filed.
• A workload appeal process with clear timelines the employer must follow.
• Holiday pay for Regular Part-time and Casual employees at five-per-cent your basic rate of pay (as per legislation)
• Reimbursement for your doctors’ notes up to $30.00.
• Flex spending account increases from $100 to $850.00 for eligible full-time employees, and pro-rated for eligible part-time employees based on their FTE.
• Leaves of absence in line with updated Employment Standards Code.
• A formula for calculating Part-Time employees’ paid vacation hours.
We’re pleased to see provisions in the agreement for Part-Time employees and Casuals; we all deserve fair treatment, respect, and the benefits of a more equal workplace.
We also secured a “no involuntary loss of employment” clause in a new Letter of Understanding (LOU). This means if your earnings or full-time employment (FTE) are reduced, and it is deemed involuntary in the grievance procedure, the employer will compensate for any resulting shortfalls you experience with any combination of FTE, Rate of Pay and Classification adjustments to your work conditions.
What about Wages?
The tentative agreement includes the following salary provisions:
• 2017 - no wage adjustment
• 2018 - no wage adjustment
• 2019 - a wage adjustment matching the results of the AHS General Support Services wage re-opener, negotiations for which started April 1, 2019.
Supplementary Health Plan Improvements
The tentative agreement also includes increased coverage for a number of medical needs from hearing aids and Addictions Counselling to diabetes monitoring, as well as a more fair system for dental coverage.
If you have any questions, please contact a member of your bargaining committee with any questions you may have on the mediator’s recommendations for our next collective agreement.
CAPITAL CARE GSS BARGAINING TEAM MEMBERS:
Tammy Johnston firstname.lastname@example.org
Myrena Reiger email@example.com
Jackie Laurent firstname.lastname@example.org
AUPE RESOURCE STAFF:
Chris Dickson Negotiator
Dave Malka Organizer
780-231-1800 or email@example.com
Celia Shea Communications
780-720-8122 or firstname.lastname@example.org