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Bargaining update: Choices in Community Living (Legacy Lodge) Local 048/Chapter 020 All Staff

*Members vote to ratify tentative agreement*AUPE members at Legacy Lodge voted on August 29 to ratify the tentative agreement with the employer.

Aug 30, 2019

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Members vote to ratify tentative agreement

AUPE members at Legacy Lodge voted on August 29 to ratify the tentative agreement with the employer.

The following list is an overview of the changes agreed to:


  • Year 1, April 1, 2019, to March 31, 2020: 1% increase for all classifications; and
  • Year 2 April 1, 2020, to March 31, 2021: Wage re-opener subject to arbitration should the parties be unable to reach an agreement.

Article #1 Term of the Agreement: Two-year term ending March 31, 2021.

Article #4 Union Recognition: Persons whose jobs are not in the bargaining unit shall not perform bargaining unit work, except for instruction purposes or due to unforeseen short-term emergency circumstances.

Only after all applicable bargaining-unit employees have been given the opportunity to fill a vacant shift, may the employer choose to fill such vacant shift with a non-bargaining-unit individual. The filling of such shift shall not displace any bargaining-unit employee or reduce hours of work or pay for any bargaining-unit employee.

Article #8 Respectful Workplace: Changes to the article to include definitions of harassment, bullying, sexual harassment and violence, along with a better explanation of the complaint process. Discrimination language to be updated to be consistent with legislation.

Article #13 Overtime: Effective on the date of ratification, all overtime worked will be paid at two times the basic rate of pay.

Article #15 Shift/Weekend Differential: Effective April 1, 2019, night-shift differential increases to $4.50 per hour.

Article #16 Premiums: Increase Charge Pay to $1.50 per hour and include new language for Temporary Assignment Pay.

Article #19 Vacations: Change to the accrual rate for three groups of employees:

  • 1-4 years of service is now 1-3 years of service;
  • 11-19 years of service is now 11-15 years of service; and
  • 20 years of service and over is now 16 years of service and over.

Also, the employer will now post two vacation planners, on March 1 and Sept. 1.

Article #20 Benefits: Effective Jan. 1, 2020, cost share will change to 75% employer, 25% employee.

Also on Jan. 1, 2020:

  • Dental coverage will increase to $2,000 per year for Basic and Extensive services;
  • Massage Therapist/Physiotherapist/Chiroprator will increase to $600 per year and Psychologist to $800 per year.

Effective on April 1, 2020:

  • Health Spending will increase to $600 per year. In addition the employer will not be able to make changes to the benefit provider or coverage without consultation with the union.

Article #23 Leaves of Absence: Personal and Family Responsibility Leave. If an employee who has completed 90 days of continuous employment is unable to report to work due to personal matters or family responsibilities, the employee shall inform the employer with as much advance notice as possible. Such absence from work shall not exceed five working days per year and will be paid. An employee may be required to submit proof of the leave requirement in a form acceptable to the employer.

Article #26 Layoff and Recall: Notice period for layoff increased to 28 days and improvements to severance pay, now two weeks for each year of service up to a maximum of 16 weeks.

Article #30 Grievance Procedure: This article was restructured to include group and policy grievances.

(a) It is the desire of both parties to this agreement to resolve grievances in a manner that is just and equitable, and it is not the intention of either the employer or the union to evade settlement of a dispute on a procedural technicality. Notwithstanding the foregoing, it is clearly understood time limits established herein are for the sake of procedural orderliness and are to be adhered to.

(b) Should either party fail to adhere to the time limits, the onus is on that party to show a justifiable reason for its’ failure to adhere to such limits.

Article #31 Professional Fees: Professional College licensing fees increased to a maximum of $300.

Article #35 Registered Retirement Savings Plan: Jan. 1, 2020, employer contributions to RRSP will increase by $5 bi-weekly for employees with 1-5 years of service and 5-10 years of service. New RRSP contibution of $45 bi-weekly for employees with greater than 10 years of service.

Choices in Community Living (Legacy Lodge) negotiation team:

Carolyn Schmidt-Luff,

Wendy James,

Marilyn Peterson,

Nicole Hoetmer (ALT),

AUPE support staff:

Dale Perry, Negotiator,

Farris Sobhani, Organizer,

Terry Inigo-Jones, Communications,

News Category

  • Union updates
  • Bargaining updates


  • 048 - Continuing Care Separate Employers South


  • Health care

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