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Bargaining Update CapitalCare Local 049 General Support Services

*Tentative agreement reached* On April 24 and 26, your bargaining team met with the employer and a mediator to continue negotiations.

May 03, 2019

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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.

These include:

• 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.


Tammy Johnston

Myrena Reiger

Jackie Laurent


Chris Dickson Negotiator

Dave Malka Organizer

780-231-1800 or

Celia Shea Communications

780-720-8122 or

News Category

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  • Health care

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