Thank you for standing behind your coworkers and bargaining team throughout this process. A collective agreement ensures us rights we can use to amplify our voice in the workplace, so can work towards bargaining for more protections in the future.
Compensation
Many of our unresolved issues going into mediation were monetary. After our meeting, we agreed staff will receive three-per-cent of the wages you earned between August 2017 and April 1, 2019 as a lump sum payment.
On April 1, 2019 you will be placed onto the wage grid we negotiated, which will bring your pay up to market standard based on your hours of service. Included in the new salary schedule is a 0.5-per-cent-wage-increase effective August, 2020.
For many of you, this will result in a considerable jump in your pay that’s more reflective of your worth. Our enhanced mediator provided one example: If you’re an HCA currently earning $19.59/hour and you’ve worked 8000 hours as an HCA since your date of hire, you’ll be placed on the grid at Step 4, meaning you’ll earn $22.97/hr starting April 1, 2019.
The agreement also includes an increase in shift differentials and weekend premiums.
Other Protections
Our new contract is reflective of most comparable first collective agreements across Alberta and will bring in a number of non-monetary improvements to the jobsite:
• Contracting out language: employer must give the union notice and discuss the interests of affected employees;
• Your right to file concerns about ongoing workload issues: employer responsible for investigating and respond within 30 days;
• A grievance procedure;
• Hours of Work language;
• Workplace Respect provisions;
• Leaves of Absence outlined in the Employment Standards Code
What about public funding?
As you’re probably aware, the employer gave their twelve-months notice to end their contracts with Alberta Health Services (AHS), the province’s health authority, who currently provides them with provincial, public funding.
The employer promised this decision won’t affect the services or levels of care you deliver, and our union representatives are working hard to hold them to this promise. As they investigate the employer’s finances and decisions following the contract termination, they will keep us up-to-date on anything that could affect our work, residents and us.
The important thing to remember is we have a collective agreement that the employer is obligated to follow. All matters related to our working conditions are a discussion between the employer and us, and we have avenues for recourse if MVSH takes any actions that aren’t in line with the agreement.
Please keep us updated if you have any concerns, questions or comments. We’re stronger because we work together.
*SUNDRE SENIORS’ SUPPORTIVE LIVING
BARGAINING TEAM MEMBERS:*
Georgina Alm 403-559-8493 or gekesa67@gmail.com
Sandra Jones 403-638-7640 or missdoolittle666@gmail.com
Wanda Martyn 403-638-3147 or wmartyn64@gmail.com
ALTERNATES:
Jackelynn Maxwell 403-818-2197 or jackelynnmaxwell@gmail.com
Cindy DeSmit 403-505-9765 or cde.sm1995@gmail.com
AUPE RESOURCE STAFF:
John Wevers Negotiator
780-238-4767 or j.wevers@aupe.org
Michelle Szalynski Organizer
403-634-8262 or m.szalynski@aupe.org
Angela Regnier Membership Services Officer
403-702-0514 or a.regnier@aupe.org
Celia Shea Communications
780-720-8122 or c.shea@aupe.org