AUPE's Direct Impact - Spring 2015

SPRING 2015

Published by the Alberta Union of Provincial Employees

It’s your call With an election looming, political parties are competing for Albertans’ votes. AUPE members can play a pivotal role in deciding who their next bosses will be.

INSIGHT Listening to Members

Talk to us.

AUPE wants to hear from you, our grassroots members. Sign up for our online opinion panel at www.aupeinsight.com and help us improve your union. It doesn’t matter what your job is, or how long you’ve been an AUPE member: your opinion matters to us.

Sign up today!

www.aupeinsight.com

di

SPRING 2015 CONTENTS

DIRECT IMPACT

AUPE EXECUTIVE President Guy Smith

Exec. Sec.-Treasurer Jason Heistad

COVER Vice-President Mike Dempsey

It’s your call

AUPE members will soon get the chance to have a major impact on the next provincial election.

Vice-President Erez Raz

Vice-President Carrie-Lynn Rusznak

Vice-President Glen Scott

Vice-President Susan Slade

Vice-President Karen Weiers

Executive Director Carl Soderstrom Managing Editor Mark Wells Editor Andrew Hanon

The Same Old Song

Coming Soon

Invisible Hands

In the build-up to a provincial election, the government’s rhetoric sounds like a broken record.

AUPE’s latest documentary examines the devastating impact of seniors home closures around the province.

Their work often goes unnoticed. But without the 24,000 GSS workers, our entire health care system would grind to a halt.

8

12

15

INTRODUCING A NEW REGULAR ARTICLE TO DI

EXECUTIVE SECRETARY-TREASURER’S REPORT PAGE 26

Contributors Tyler Bedford Vanessa Bjerreskov Merryn Edwards Design Jon Olsen Telephone: 1-800-232-7284 Fax: 780-930-3392 Toll-free Fax: 1-888-388-2873 info@aupe.org www.aupe.org Direct Impact is published quarterly, with a circulation of more than 80,000.

From the President 4 Focus on AUPE 5 By the Numbers 6 Labour News 18 Labour Relations Briefs 24 Steward Notes Pull Out

Got a story idea? We want to know what AUPE members are up to.

Send your suggestions to editor@aupe.org

Canadian Publications Mail Agreement: 40065207 Return undeliverable Canadian addresses to: Alberta Union of Provincial Employees 10451 - 170 Street NW, Edmonton, AB T5P 4S7

15047

DIRECT IMPACT 3

FROM THE PRESIDENT

Greetings Sisters and Brothers!

It’s another tumultuous period for AUPE. Not just for us, but for all Albertans. And unfortunately that’s nothing new.

Over the past couple of years we’ve overcome significant challenges. We know how to stand up for the hardworking members of AUPE who make Alberta run every single day, but also for the public and the services they rely upon.

The latest period of uncertainty has been created out of the government’s claims of financial crisis, which is rooted in their reliance on oil revenues.

How many times have you seen this movie before? The PC’s gut-wrenching roller coaster ride of fluctuating oil prices means that Alberta’s economy is always in a state of flux and uncertainty. It’s no way for a modern economy to be run.

Albertans need predictable and sustainable funding for the services they rely on. Instead they see another volley of threats to cut back on services.

Across the province those services help create the fabric of society, the glue that holds communities together. They are a stabilizing and supportive resource that are needed more than ever during times of economic turmoil.

Albertans are in no mood to see that fabric ripped apart because the Government is reluctant to find new revenue sources. They keep corporate 4 DIRECT IMPACT

taxes and royalty rates artificially low.

They maintain a flat tax on personal income that benefits high income earners.

When Premier Prentice talks about public sector workers, he says you should start living in the “real world.” But I wonder if he understands what your realworld working life looks like.

It’s a real world of overcrowded health facilities, of crippling workloads, short staffing, cutbacks, bureaucratic mismanagement, high risk and danger, and crumbling infrastructure.

He also says that you should live in the “real world” when it comes to your wages.

But, the real world for our members can be far below Alberta average earnings and, with the high costs of living in this Province, we end up scratching and clawing for anything we can achieve at the bargaining table.

Despite the government’s rhetoric that your wages are unsustainable, the truth is our members’ wages comprise only a relatively small part of the overall budget.

Remember, you are the workers that actually make Alberta run and support Albertans in every community across the land every single day.

Prentice’s statements have done nothing but fuel discontent on the front lines and accentuated existing levels of very low morale. The fact that the government finally came out and said they will honour existing

contracts should provide no measure of comfort to the tens of thousands of AUPE members currently in bargaining.

You and I, and all AUPE members, must continue to speak the truth to the public and the media. We will continue to defend services to the people of Alberta and continue to stand up for our free collective bargaining rights as unionized workers.

And this is where the good news begins.

We have a lot of excellent tools at our disposal.

To defend you and your working life, we have a fantastic arsenal of experience, resilience, resources, leadership, staff, expertise and solidarity that will protect you through the difficult times ahead.

And while it’s a questionable action on his part, Premier Prentice wants an early election. This gives you an excellent chance to tell him, and all election candidates, what you think about the kind of political rhetoric we have been hearing at the ballot box.

It may sound trite, but it’s true: the best way to defend your interests is to get out and vote, and make sure every AUPE member votes.

Staff at AUPE designed at great t-shirt that says it all: “Keep Calm and Union Strong.” I think that has to be our motto for the months to come.

It’s important that we’re not baited into rash action reacting to the current rhetoric. We’ve survived and won these challenges before, including former Premier Redford’s attacks. We pushed back hard and strategically to defend our members and services to Albertans, but we kept calm, resolved and determined.

It may be tempting to over-react to the approach the government is taking; but to do so would drive a wedge between dedicated front line workers and the Alberta public that has come to respect and support us through our many struggles.

So, while we traverse the rough waters in front of us, we know that we will come out of this more resilient than ever if we “keep calm and union strong.” < In Solidarity,

Guy Smith AUPE President

FOCUS FOCUS ON AUPE

1

3

2

4 1 A total of 208 committed labour activists gathered in Jasper Feb. 23-26 for AUPEâ&#x20AC;&#x2122;s annual Labour School. Participants studied advanced topics ranging from Labour History to Political Action.

2 AUPE members from around the province hit the books.

3 A light moment during an intense class.

4 AUPE activists shared perspectives and ideas.

5 University of Massachusetts professor and folk music artist Tom Juravich led songwriting workshops with all classes.

5 DIRECT IMPACT 5

BY THE NUMBERS

THE REAL WORLD ACCORDING TO PREMIER PRENTICE

Premier Jim Prentice claims public sector pay levels in this province are “unsustainable” and in order to fix the government’s volatile financial situation, public sector workers must learn to live in the “real world.” At the same time, he brags that Alberta has the lowest taxes in North America. But the prime beneficiaries of these generous tax breaks are not everyday Albertans, but the wealthy and corporations.

Government employee earnings

All Alberta compared to Public Sector

Average annual earnings (AAE)

Average annual earnings (AAE)

$57,617

$72,385

$64,844

All Industries

Including management

Provincial Gov’t Employees across Canada Including management

GOA AUPE Members

$57,617

$47,359

$42,275

All Industries

Alberta

GOA

$56,750

Alberta

AUPE Boards & Agencies sector

$56,750

$41,853

AUPE Members

Canada

All Industries

GOA

AUPE Education sector

$30,877

AUPE Alberta Health Services

The truth about MLA pay The 5% myth

Premier Prentice says: Alberta’s public sector workers are among the highest paid in Canada.

But are they the highest paid workers in Alberta?

Not by a long shot.

Compared across all industries, public sector workers are making less than average. No matter what the premier says, the problem isn’t the fault of front-line staff.

Premier Prentice says: MLAs will take a 5% wage cut to show we are all in this together and everyone will need to sacrifice. But is 5% a sacrifice for MLAs? Really?

48% + 4% – 5% = 47% 2012: Increase in base pay for MLAs, Cabinet Ministers and Premier.

6 DIRECT IMPACT

2013: Increase in MLA total compensation despite so-called “wage freeze.”

2015: Wage cut for MLAs, Cabinet Ministers and Premier.

Total wage increase since 2012 for MLAs, Cabinet Ministers and Premier.

In 2013, Cabinet Ministers received an additional 12% bringing their total salary increase to 64%.

After the 5% pay cut in January, Ministers were left with a 59% increase over 3 years.

Premier Prentice says: Individuals get to keep more of their earnings and therefore have a higher standard of living, thanks to our flat 10% income tax. But is it true? If you’re rich, the answer is resoundingly, YES. But if you’re at the lower end of the income spectrum, the answer is categorically, NO. Our tax structure penalizes the working poor.

Tax-rate comparison Flat vs. progressive tax

Among the lowest wage earners, Alberta’s 10% flat tax is actually the fourth highest among the 13 provincial and territorial income tax rates.

25.75% $102,041 and up

The opposite is true if you have a high income. Quebec’s top tax bracket is nearly 26%. In B.C. it’s over 16%. The rich get a great deal here in Alberta.

16.08%

16%

15%

$151,051 and up

10% flat tax

10% flat tax

11%

$125,796 and up

13.16%

13.3%

$67,001 and up

up to $44,028

$70,016 and up

7.7%

5.06%

up to $35,008

5.05%

up to $37,869

B.C.

up to $40,922

up to $44,028

Alberta

Saskatchewan

Ontario

Quebec

Source: KPMG

Big breaks for big oil Royalty rates

Premier Prentice says: He will not look at adjusting oil royalty rates to bring in more revenue from our non-renewable resources. But what is he ruling out? Oil companies pay significantly less of their income into provincial coffers than the average Albertan. In fact, at current oil prices, Albertans pay ten times the rate in income tax that oil companies pay in royalties.

Alberta royalty rate:

Oil price:

$120 per barrel

9%

(or $10.80)

$100 per barrel

6.54% (or $6.54)

Alberta royalty rate:

Oil price:

$75

$55

per barrel

(or $2.60)

(or $0.55)

Alberta

Norway

Alberta royalty rate:

1%

Alberta’s Heritage Savings Trust vs Norway’s Government Pension Fund Global

$17.5 billion

3.46%

per barrel

Money in the bank?

Fund started: 1976 Funding plan: Was to have 30% of Alberta’s oil revenue added per year.

Funding reality: No new royalty money has been added since 1987.

Where the money comes from: Alberta produces over 2 million barrels of oil a day.

What it’s worth:

Alberta royalty rate:

Oil price:

Oil price:

Newfoundland and Labrador

= $5.00

The oil royalty rate is progressive. The lower the price of oil and the lower the oil company’s profits, the less they pay to the Alberta Government. The same cannot be said for personal income tax. No matter how much or how little an Albertan makes in a year, they pay 10% to the Alberta Government in taxes. The government is just showing who is really important to them: their oil company friends.

Fund started: 1990 Funding plan: All oil revenue is invested and only returns above inflation are spent.

Funding reality: No deviation from funding policy.

Where the money comes from: Norway produces just under 1.5 million barrels of oil a day.

What it’s worth:

$905 billion

DIRECT IMPACT 7

8 DIRECT IMPACT

the same old song As the government prepares to take the electoral stage, the tune sounds eerily similar

“We’re in some difficult times and we want to make sure that we’re doing everything possible to set the right tone,” said the premier, who shortly after floated the idea of a provincial sales tax. The finance minister stressed the need for the public sector to accept a wage freeze.

That was February 2013. The premier was Alison Redford. The minister was Doug Horner.

“I’m glad it was government MLAs that continue to lead by example,” Redford said shortly after the Progressive Conservatives used their majority in committee to freeze six-figure MLA pay.

By Tyler Bedford Communications Staff DIRECT IMPACT 9

“The stage was set. When the government made that move, it was a clear signal to us it was coming after the public service next,” said AUPE President Guy Smith.

Sure enough, just nine months later, Redford’s majority PC government introduced Bill 46 in an attempt to legislate wage freezes, bypass the collective bargaining process and rip away members’ right to arbitration after it failed to force austerity during bargaining with AUPE’s government members. We know how well that ended for Redford.

Two years later – almost to the day – cabinet ministers under Jim Prentice reduced their pay by five per cent because

It’s like the sequel to an awful movie.

It’s the same political theatre as two years ago and the rationale for it is the same: to come after public services.

AUPE President Guy Smith

of, you guessed it, “difficult times.” MLAs soon followed suit.

The politicians’ five per cent pay reduction came after a whopping 48 per cent increase in base MLA, cabinet and premier pay in 2012, after a four per cent increase in total MLA compensation in 2013, and after a 12 per cent increase in total cabinet minister compensation in 2013.

Like Redford, Prentice was quick to applaud cabinet members for their understanding of “how crucial it is to lead by example.”

PC MLA George VanderBurg echoed Prentice, saying, “I believe that we need to set an example for all Albertans that we’re willing to dig into our pocket.”

“It’s like the sequel to an awful movie,” said Smith. “It’s the same political theatre as two years ago and the rationale for it is the same: to come after public services.”

10 DIRECT IMPACT

“This is a new government with new leadership, new voices and a new way of doing things. Today and in the days and weeks to come we will take strong and decisive action to bring real and tangible change to the way in which Alberta is governed.”

Premier Jim Prentice September 15, 2014 Both Redford and Prentice said “difficult times” caused by the collapse in oil prices led to the need for cuts. But the economic realities of those “times” were vastly different. There was around a $50 difference in the price of oil from February 2013 to February 2015. How could this be?

It’s because Redford and Prentice operate from the same playbook. Both said the economy was in trouble. Both introduced MLA wage reforms because of this. Redford came after the public service soon after her reforms, and Prentice… well, you can see where this is going.

But we were told things would be different under Prentice, right?

In fact, here’s what Prentice said when he was sworn in as premier on Sept. 15, 2014: “This is a new government with new leadership, new voices and a new way of doing things. Today and in the days and weeks to come we will take strong and decisive action to bring real and tangible change to the way in which Alberta is governed.”

Well, it’s clear this is not a new government with a new way of doing things.

It’s new voices performing the same song in the same band. The truth is, regardless of the boss, the government is bent on reducing the public service, but why?

Because reducing the public service fits a certain political ideology. It has little to do with how oil is performing.

“The economic argument is pure rhetoric,” said Smith. “Two different oil prices were used to justify freezes and rollbacks. In fact, when Klein cut in the 1990s, oil was around $20 per barrel. It’s not about the economy.

“If it were, the government would address Alberta’s revenue shortfalls.

It would demand those that have used Alberta to provide them with opportunities for success pitch in to help the province that now needs them.”

With a plan in place, Prentice is expected to call a provincial election sooner rather than later in an effort to ratify his mandate – a mandate that is all too familiar to AUPE members.

Photo: Chris Schwarz/Government of Alberta

Photo: Government of Alberta

Vice-President Mike Dempsey explains: “We were under attack from the Redford PCs shortly after the last election. We fought to preserve our pensions, pushed back against Bills 45 and 46, stood up for health and safety in our correctional facilities, endured difficult negotiations with Alberta Health Services and battled hard for Michener Centre. AUPE members have been through some difficult struggles in the last few years.

“While those struggles have been hard, they’ve also galvanized members in a remarkable way,” said Dempsey. “They’re more politically aware, astute and active than ever before.

“Members’ interest in politics, and the understanding that what happens politically in Alberta directly affects them and their families, has shot through AUPE worksites province-wide.

“Our union has members already involved in campaigns around the province. From nominated candidates to constituency executives and campaign volunteers,” said Dempsey.

While those struggles have been hard, they’ve also galvanized members in a remarkable way.

They’re more politically aware, astute and active than ever before.

AUPE VP Mike Dempsey

According to internal polling, between 70 to 75 per cent of AUPE’s 85,000 members are willing to vote in the next provincial election. That’s a very large number considering the Alberta-wide average voting turnout is around 57 per cent.

During the election, AUPE will use its vast resources to ensure all members are contacted. “We’ll give them the information on where to vote, who the candidates are and where all parties stand on the issues important to them,” said Smith. “Members will be educated.”

Moreover, large phone banks will operate throughout the election. Direct mail-outs, emails, candidate surveys, social media and advertising campaigns

will also flow throughout the campaign period.

“It’s far past time the Alberta government understood and respected the fact that a strong and healthy public service is the glue that holds a modern society together, especially in tough times,” said Smith. “The public service carries out the programs and services of the government. It makes the government look good.

“I’m hopeful all party platforms reflect the need and importance of the public service. That the public service is viewed as an asset and not a liability,” said Smith.

“I know AUPE members will watch for that and they will vote accordingly.” < DIRECT IMPACT 11

12 DIRECT IMPACT

coming soon AUPE’s Anti-Privatization Committee is taking a new documentary on tour around Alberta to shine a light on the urgent problems in our seniors care system

by Merryn Edwards Communications Staff

Nancy Burton is an LPN with experience working in seniors care, so you’d think she would have had the inside track when it came time to help her family find an appropriate continuing care centre for her grandmother.

“It was such a stressful and overwhelming process,” said Burton. “I hated seeing how my grandmother was caught in the middle of a system that just wasn’t working the way it should.”

Her experience is certainly not unique. As Alberta’s population ages, our seniors care system keeps falling further and further behind. At any given time, nearly 1,200 people are waiting to get into a seniors care facility. Nearly half are too frail to stay at home, so they end up languishing in hospital while they wait.

The shortage of continuing care for Alberta seniors is one of the most pressing problems facing our health care system. Yet while our seniors population is growing rapidly, long-term care spaces (offering the highest level of care) are actually declining. Supportive living spaces (offering a lower level of care) have increased only marginally.

Overwhelmingly, the government response to this crisis has been to distance itself, outsourcing responsibility to the private sector with shockingly inadequate levels of oversight to monitor how private operators are using public funds.

Our seniors deserve better “So many of our members work in seniors care and they see the problems with the system every day,” said Karen Weiers, AUPE Vice-President and Chair of the AntiPrivatization Committee.

One of those members was Kym Nichols, a HCA in the town of Carmangay, a small community about an hour northwest of Lethbridge that fought the loss of its long-term care centre after Alberta Health Services abruptly decided to close it. She also happens to be the mayor of Carmangay.

AUPE supported the town’s struggle, but ultimately the care centre was closed. In 2012, a motion was put forward at Convention encouraging members to fight back against the growing wave of closures of small town long-term care centres in places like Carmangay and Strathmore, and the Anti-Privatization Committee answered that call.

DIRECT IMPACT 13

The result is Numbers on a Page, a documentary film that shows the human face behind the declining number of longterm care beds in Alberta, a trend that has left thousands of seniors with complex care needs and their families stranded. The film also fills in the context for this crisis, including the government’s and Alberta Health Services’ increasingly arms length approach to seniors care that is diverting more and more public funding to private facilities without adequate oversight.

The film was created by AUPE with the support of Public Interest Alberta. And now, the Anti-Privatization Committee is bringing Numbers on a Page to a theatre near you!

Raising awareness Numbers on a Page premiered at the Citadel Theatre in Edmonton on Feb. 2. A lively crowd that included many long-time seniors care advocates braved a snowstorm on Groundhog Day to pack the theatre.

Following the screening, the audience had the opportunity to ask questions of people from the film who participated in a panel discussion. Kym Nichols participated, as did Noel Sommerville of Public Interest Alberta’s Seniors Task Force and Bruce West, a former government manager who left his role after becoming disillusioned with the direction he saw being charted for continuing care.

The premiere generated significant interest in the film inside and outside of

Our seniors built this province and we can’t turn our backs on them just because the price of oil is down.

AUPE VP Karen Weiers

AUPE. So far, the film has been shown or screenings have been requested at AUPE’s Provincial Executive, Labour School and many local and chapter AGMs. Screenings have also been requested by organizations including the Alberta Council on Aging,

the Alberta Retired Teachers Association, Seniors Action and Liaison Team, Seniors United Now, and the Retired Members Association of the Plumbers and Pipefitters Union.

“Our seniors built this province and we can’t turn our backs on them just because the price of oil is down,” said Weiers. “We hope this tour will raise awareness about the problem and help make seniors care a top priority.

“Nearly every Albertan will come into contact with the patchwork of continuing care services at some point in our lives or the lives of our loved ones. We all need to work together to hold AHS accountable for the provision of equitable, quality care for Alberta’s seniors.” <

Right: Documentary participant and former AUPE member Kym Nichols at the Feb. 2 premiere.

Below: AUPE’s Anti-Privatization Committee.

Our senior citizens built this province, but our seniors care system keeps falling further and further behind. Our seniors deserve better.

PutSeniorsFirst.com is an initiative of AUPE, which represents 11,000 nursing and support staff in continuing care centres across Alberta. We believe elder care is a partnership of seniors, their families and the workers who care for them.

This new website is filled with practical information, tips and data to help Albertans understand seniors care and how our system works.

The website tracks the concerns of residents and family members in seniors care facilities such as extra fees tacked on to accommodation costs. You will also find information on the accommodation standards that these facilities need to meet and contact information for filing complaints if they fall short.

PutSeniorsFirst.com will also keep an eye on what the government is doing to fix the seniors care system, and offer ways you can get involved to help ensure they do it right for your loved ones…and for you, when the time comes.

14 DIRECT IMPACT

Spring Tour Visit our website for tour dates and locations. Admission is free. You can also book a screening for your community or organization.

www.putseniorsfirst.com or call 1-800-232-7284

Steward sn Notes VOL. 8 â&#x20AC;˘ ISSUE 2 â&#x20AC;˘ SPRING 2015

Write it all down!

Documentation is key to efficient grievance handling

by Merryn Edwards Communications Staff

U

nion stewards play an essential role in resolving complaints and grievances quickly at the lowest level possible. Good documentation in the early stages of a problem can be a deciding factor in preventing unnecessary losses, especially when the number of technical challenges posed by employers is on the rise.

Whenever a situation arises that could lead to potential discipline or grievances, it is crucial that union stewards keep good notes. Sometimes, what seems like an inconsequential meeting can lead to further action down the road, up to and including dismissal. In such cases, a stewardâ&#x20AC;&#x2122;s notes could be used in subsequent grievances, including arbitration.

Timeliness in filing grievances, gathering documents and keeping meaningful notes are imperative to ensuring that the union fulfills its the duty of fair representation to its members. Recording dates is particularly important in ensuring that you are adhering to the timelines laid out in the collective agreement.

You also need to record who is present at any meetings, including their full names and titles, and verify that you have their current contact information.

STEWARD NOTES 1

sn Your notes should accurately reflect who said what and describe the nature of the discussion. It can be tricky to do this in the midst of a meeting, so it’s a good idea to take a few minutes on your own afterwards to review your notes and add in any details you may have missed.

You will need to keep your files updated, including copies of all correspondence given to the member by the employer and descriptions of any actions taken against the member by the employer. Ideally, you should be able to hand over a complete file to an MSO at any time so they can pick up where you left off. That means your notes must be legible too!

Certainly, not all interactions a steward has with members or employers need to be documented. Many times, a steward will be able to support members by helping to interpret the collective agreement or advising them about the

benefits and services of the union, such as the Member Benevolent Fund, education bursaries or counseling services.

And not all interactions with the employer require a steward’s presence. The employer has a right to talk to employees without union representation about job-related issues such as operational changes that are not disciplinary.

But as soon as a situation arises that could potentially lead to grievances or discipline—start taking notes! If you are unsure, don’t guess—get in contact with your MSO through the AUPE Resource Centre. Your MSO can give you guidance on filing grievances, including considering the impacts of precedent decisions or arbitrations.

If a grievance does proceed beyond your scope as a union steward, your accurate, detailed notes will ensure the MSO won’t have to start all over from scratch. <

best practices for documentation • Include the date, time and location of the meeting.

• Include the full names and titles of everyone present.

• Notes should be legible and accurately reflect the nature of the discussion.

• Make copies of all correspondence given to the member by the employer and/or describe any action taken against the member by the employer.

• Verify that you have up-to-date contact information for everyone involved.

HAVE QUESTIONS? CONTACT YOUR MEMBER SERVICES OFFICER

CALL 1-800-232-7284 Have your local/chapter number and worksite location ready so your call can be directed quickly.

2 STEWARD NOTES

sn

Building trust and protecting privacy Like a lawyer or a psychologist, union stewards must uphold the principle of confidentiality

S

ensitive medical information including details of mental illness or addiction; attendance, disciplinary, or performance records at work; delicate situations involving family or personal crisesâ&#x20AC;Śunion stewards can definitely come to learn a lot about the members they represent.

Doctors, lawyers, and psychologists who also deal with sensitive personal information are bound by detailed confidentiality rules and professional codes of conduct. Union stewards do receive training on how to properly represent members, but unlike outside experts, a stewardâ&#x20AC;&#x2122;s role is more focused on providing peer-to-peer support for coworkers and other members.

The peer relationships that stewards build at work can be a key factor affecting the connection (or lack of connection) members have to the overall union, including ensuring success in bargaining. And as with any good relationship, trust is fundamental.

Even if you do not divulge a memberâ&#x20AC;&#x2122;s name, stewards should be aware of how and where they discuss the details of grievances or other personal information.

Another member who overhears a steward discussing a grievance in an elevator, for example, may be deterred from approaching a steward in the future.

You should assure members that the information they share with you will be kept confidential unless you have

secured their permission to share it with others. For example, you should explain that you would need to consult with your MSO before filing a grievance, but reassure members that MSOs are also bound to uphold confidentiality.

Good communication with your members will help to avoid misunderstandings. If you let a member know ahead of time that you will be discussing his/her information with an MSO or other union representative, you will build trust by demonstrating your commitment to confidentiality.

Stewards and all union representatives are also bound to keep contact information for members confidential. When gathering contact information from members, make sure you have clearly explained why you are gathering the information and have stated if you will share the information with any other people.

Before sending out any mass communication with members, contact your MSO or seek advice from AUPE Communications to ensure that you are in compliance with all relevant privacy and spam legislation. < STEWARD NOTES 3

Steward Notes is published by the Alberta Union of Provincial Employees to provide information of technical interest to AUPE Union Stewards, worksite contacts and other members. Topics deal with training for union activists, worksite issues, disputes and arbitrations, health and safety, trends in labour law, bargaining and related material.

For more information, contact the editor.

President Guy Smith

Learning Changing Growing AUPEâ&#x20AC;&#x2122;s core course scheduling has changed to serve you better AUPE has streamlined the core course scheduling process to make getting your union education easier. Our new process makes our core courses more convenient, flexible and most importantly reliable.

Now the courses will be offered as soon as enough people are registered to take them, with the most convenient location chosen based on where the majority of registrants live.

Any member can take the Introduction to your Union and Contract Interpretation courses.

Other courses are reserved for Union Stewards and Officers.

To take your union education further: 1) Go online. www.aupe.org/memberresources/education/ 2) Choose. Find a course.

3) Register. Call 1-800-232-7284 and ask to speak with the course registration desk.

4) Confirm. Once a course has met the required numbers, a location will be chosen based on the postal codes of registered members and you will be contacted with the date and location.

4 STEWARD NOTES

Executive Secretary-Treasurer Jason Heistad Vice-Presidents Mike Dempsey Erez Raz Carrie-Lynn Rusznak Glen Scott Susan Slade Karen Weiers Executive Director Carl Soderstrom Managing Editor Mark Wells m.wells@aupe.org Editor Andrew Hanon a.hanon@aupe.org Writer Merryn Edwards m.edwards@aupe.org Design Jon Olsen The goal of Steward Notes is to help todayâ&#x20AC;&#x2122;s AUPE Union Stewards do their jobs effectively. To help us, we encourage readers to submit story ideas that deserve exposure among all AUPE stewards.

Story suggestions for Steward Notes may be submitted for consideration to Communications Staff Writer Merryn Edwards by e-mail at m.edwards@aupe.org or by mail. Please include names and contact information for yourself and potential story sources.

Alberta Union of Provincial Employees 10451 - 170 Street NW Edmonton, AB T5P 4S7 T: 1-800-232-7284 F: (780) 930-3392 info@aupe.org www.aupe.org

invisible hands

The 24,000 general support services workers at Alberta Health Services keep the massive organization running. Without them, doctors couldnâ&#x20AC;&#x2122;t do their jobs, patient care would deteriorate and the entire system would grind to a halt.

by Andrew Hanon Communications Staff DIRECT IMPACT (over) 15

“When things go well, I’m invisible,” Mary says. “And that’s okay. I know what I do is important.”

Mary is one of 24,000 workers in AHS’s general support services staff. She works as a secretary in a specialized medical clinic inside one of Calgary’s hospitals. It’s not a glamorous job, but Mary knows that without her and her fellow support staff, the facility wouldn’t be able to function.

Mary is the first point of contact for patients coming to the clinic. She must enter all their information into a database, order any advance tests and gather their medical histories.

“If they’re coming from an acute care unit in the hospital, I have to coordinate everything with that unit,” she explains.

Like Mary, many GSS workers take quiet pride in their jobs. They know they are vital contributors to a massive organization that all Albertans rely on. They don’t need a lot of public recognition, but working quietly behind the scenes is a two-edged sword; they also can easily be taken for granted at the bargaining table.

Hair-on-fire thinking The GSS has been in collective bargaining since April 2014 and things haven’t gone well from the very beginning. While other public-sector bargaining units – including some in AHS – reached settlements that reflected the tight Alberta labour market, the employer’s offer to GSS workers didn’t

It looked to us like the employer was getting wildly mixed signals from government to the point where they didn’t have any idea of what they were supposed to do.

AUPE VP Erez Raz

“When the doctor sees them, all the information is already in the system and at their fingertips. It saves a lot of time, it’s easier for the patient and much more streamlined for the physician.”

Mary knows her job can be mundane, but imagine the chaos if no one did it. The same can be said of all GSS workers, including maintenance workers, housekeepers, food service workers, IT professionals and others.

“Everyone in the system has an important role to play in health-care delivery,” she says. “We operate in the background and the public never even sees most of us, but if you take just one of us out of the picture it would mean dire consequences for the patient.”

16 DIRECT IMPACT

even keep up with inflation.

Last spring, there was nothing but optimism about Alberta’s economy.

Average weekly earnings were expected to continue rising in the three-per-cent range and the jobless rate remained low. Prior public-sector settlements reflected the economic environment.

Within the health sector, following in the footsteps of the AUPE and Government of Alberta agreement, the United Nurses of Alberta (UNA) reached a settlement that saw wages increase 7.25 per cent over three years.

Then the price of oil began its downhill slide, and with it the royalties the Alberta government is so dependent on. Panic slowly set in and by the time Premier Jim

Prentice had won his seat in the legislature through a by-election in October, the government was considering everything from reopening public-sector contracts to imposing a provincial sales tax in order to close the fiscal gap.

Caught in the middle of this hair-on-fire thinking were AUPE’s 24,000 GSS. Even when Alberta’s economic outlook was rosy at the beginning of collective bargaining, the employer demanded rollbacks in areas like vacation scheduling, named holiday scheduling, overtime scheduling and major changes to hours of work.

“At the time it seemed so unnecessary and even provocative,” said AUPE Vice-President Glen Scott. “But the membership responded the same way they perform their duties on the job – calmly and patiently. They showed a firm resolve to hold out for a fair deal.”

Last year was one of the most politically unstable in Alberta’s history, with three different people occupying the premier’s office, the virtual implosion of the Official Opposition and panic over the precipitous drop in oil revenues.

The chaos under the dome was felt in all corners of the public sector, but nowhere more than at AHS, where the collective bargaining process was all but paralyzed.

“It took months for the employer to even talk about monetary proposals,” said Vice-President Erez Raz. “It looked to us like AHS was getting wildly mixed signals from government to the point where they didn’t have any idea of what they were supposed to do.”

When Vicky Kaminski took over as AHS’s new CEO in June, the GSS bargaining committee hoped for a fresh start at the table, but nothing seemed to change. By the fall a mediator was called in to try to get things moving.

Four days of mediation failed to bridge

the gap between the two sides. AHS had tabled a proposal that still included concessions and wage increases of one per cent each year for three years – at a time when average earnings in Alberta were increasing at three times that rate.

After the Christmas break, both sides went back to mediation. Two days were scheduled in January but within a few hours they had broken off.

AHS had rescinded its offer of 1-1-1 and replaced it with 0-0-0 – a three-year wage freeze. On top of that, the employer refused to budge on other AUPE proposals that would have simply reflected what other AHS employee groups have in their contracts.

“We felt that rescinding a proposal before we even had the chance to counter was an unethical and irresponsible approach to labour relations,” said AUPE staff negotiator Kevin Davediuk. “We filed a bargaining-in-bad faith complaint with the Alberta Labour Relations Board. It was the second complaint we’ve had to file in

the 10 months we’ve been in bargaining with AHS.” It was clear to Davediuk and the GSS bargaining committee that mediation was a dead end, so they took it to the next step and filed for interest arbitration.

In arbitration, both sides present their

“It’s very frustrating for everyone,” Davediuk said. “But we’ve been down this road before. Collective bargaining is a marathon, not a sprint, and we have shown that we can endure.”

Meanwhile, AHS continues to demonstrate disregard for the process.

On Feb. 5, Kaminski told the media that among several cost-saving measures AHS plans to impose wage freezes on all bargaining units currently in negotiations and on all those who will head into negotiations in the near future.

All contracts currently in place will be honoured, she said.

“I appreciate that the AUPE members were not happy,” she said at the time.

“But we had little choice considering the uncertainty around what financial resources we will have available as a result of what is happening with oil prices.”

But AUPE says it’s not Kaminski’s call.

“The arbitrator will decide,” said Davediuk. “Ms. Kaminski can say what she likes, but we expect the arbitrator to base their decision on the labour market

At the time it seemed so unnecessary and even provocative, but the membership responded the same way they perform their duties on the job – calmly and patiently. They showed a firm resolve to hold out for a fair deal.

AUPE VP Glen Scott

arguments to an agreed upon neutral, third party. The arbitrator then weighs each sides’ reasoning and determines a binding settlement. It will take months for hearing dates to be scheduled, so once again all 24,000 GSS members are being called on to remain patient, but resolute and trust the process.

and settlement trends in the health sector, not on what’s going on in the legislature.”

For Mary and her dedicated colleagues, political rhetoric and innuendo must not trump facts and the challenging realities of working in the real world of Alberta’s front line health-care system. < DIRECT IMPACT 17

Labour News

Red rover, red rover, I call the opposition over Musical chairs at the Legislature leaves the Official Opposition in chaos Just days before Christmas, and without any pause, nine Wildrosers went crossing, discarding their cause.

On Wednesday, Dec. 17, 2014, the Alberta political landscape, still spinning from a series of scandals and a revolving door of premiers, was rocked further off its core after nine members of Her Majesty’s Loyal Opposition, the Wildrose Party, crossed the floor to join the governing Progressive Conservatives.

Included was leader Danielle Smith, who had hammered away very effectively at the PC government and its policies since 2009.

Arguably, the move collapsed the most effective opposition the province had seen in a generation. Many viewed it as both an amazing accomplishment for the Prentice government and a total betrayal of democracy.

More than 440,000 Albertans gave their vote to the Wildrose party in the 2012 provincial election. Smith increased her party’s presence in the Alberta legislature by 13 seats, from four to 17. Her party gathered 34.3 per cent of the vote, just nine points behind the Progressive Conservatives. Polls throughout 2012, 2013 and early 2014 put the party ahead of or close to the PCs. But Smith ripped a majority of her caucus members away from its duties, its supporters and its voters to join a governing party it was elected to oppose, reducing the Wildrose to just five seats.

The event was unprecedented. Outrage was felt across the province and political compass.

So why would she do this?

She said joining with Prentice meant the conservative family would be reunified under an aligned set of values and principles. She said the premier 18 DIRECT IMPACT

Photo: Premier Jim Prentice, Premier’s Announcement with Danielle Smith, Wednesday, December 17, 2014

had actually met with her, while the others, including Hancock, Redford and Stelmach, had not.

Smith said, “Premier Prentice has shown [me] and [my] caucus that he is different.” At the time, Prentice had been in office for less than four months.

This was a complete reversal of comments made by Smith just weeks earlier at AUPE’s Convention. Smith told around 1,000 union delegates during the opposition leaders’ forum, “If you don’t like what I’ve said today, then vote for one of my colleagues,” pointing to the NDP and Liberal leaders, alluding members should vote for anyone but the PC party.

It’s also the antithesis of her November 2014 comments, when two Opposition MLAs, Kerry Towle and Ian Donovan, crossed the floor to join the Prentice PCs just after the Wildrose party’s annual general meeting in Red Deer.

Reacting to that floor crossing, Smith expressed that Towle and Donovan had

crossed the floor for personal gain and abandoned the principles they were elected on.

“Now they will have to answer for their actions both in their constituencies and in the legislature,” Smith said. “As we have seen again and again, changing one person at the top does not change this government’s recurring problems of entitlement and mismanagement.”

Apparently it took just 23 days for Smith to change her mind.

Regardless of political leanings, it’s understandable why so many Albertans are upset at the mass defection of the Wildrose members. Votes were wasted.

Party donations were for nothing and volunteer hours went toward a leader who sold out. Really, it’s enough to make one’s head spin.

As Progressive Conservative MLA Danielle Smith said of the first who jumped, the Wildrose MLAs who crossed will have to answer for their actions. <

THE FLOOR CROSSERS Danielle Smith (Highwood) Rob Anderson (Airdrie) Kerry Towle (Innisfail-Sylvan Lake) Gary Bikman (Cardston-Taber-Warner) Bruce Rowe (Olds-Didsbury-Three Hills) Bruce McAllister (Chestermere-Rocky View)

Rod Fox (Lacombe-Ponoka) Jason Hale (Strathmore-Brooks) Blake Pedersen (Medicine Hat) Jeff Wilson (Calgary-Shaw) Ian Donovan (Little Bow)

Labour News

Your Working Candidates: AUPE members to run for office With talk of a provincial election looming, some AUPE members have taken the extra step and are running for office. As of press time in mid March, three members had successfully been nominated to run in the next provincial election, expected to be called in late March. <

Heather Sweet (Local 006) is the NDP candidate for Edmonton-Manning. A registered social worker in child protection, Sweet works with high-risk youth in the provincial capital. She is also a member of the Committee on Political Action. Sweet believes that the values Albertans hold important – fairness, honesty, supporting our neighbours, and cooperation – are not reflected in the policies of the current government.

She is determined to visit every home in EdmontonManning door-to-door, and knows that hard work and voter engagement are necessary to be a successful MLA, before and after the election.

Bill West (Local 003) is the Liberal candidate for Lethbridge-East. West is a 14-year veteran officer with Commercial Vehicle Enforcement, and has lived and worked in the Lethbridge area his entire life. He has a long list of volunteer work with a focus on community and rural organizations. He was recognized with a Government of Canada Outstanding Volunteer Award for his tireless commitment to helping others. West believes that government needs to lead by example, support and equip front line workers, implement global best practices, as well as be frugal stewards of public resources. He intends to be a strong voice in the Legislature for the constituency that is his home.

Get DI on your computer or mobile device!

AUPE is pleased to offer Direct Impact online or on your mobile device.

For mobile Download the free Issuu app and search “AUPE” Or go online Visit Issuu.com and search “AUPE”

It’s that easy!

Nicole Goehring (Local 006) is the NDP candidate for Edmonton-Castledowns. Goehring is an active member of her local, and working in Children’s Services as a social worker has given her a first-hand look at how the activities of government can impact our most vulnerable citizens. She is passionate about the NDP priorities as they relate to families: proper funding for schools and hospitals to keep children safe and healthy; decreasing the tax burden on working Albertans, and fair deals and support for families before corporations.

DIRECT IMPACT 19

Labour News

Local 039 member breaking down barriers to conversation

Supreme Court victory for workers’ rights has implications for Alberta In January, when the Supreme Court of Canada struck down a Saskatchewan law that severely limited public employees’ right to strike, legal minds here scrambled to find out what it means for Albertans.

The high court struck down seven-year-old essential services legislation that gave the Saskatchewan government final authority over which workers can take part in strikes.

In effect, the Saskatchewan government gave itself the power to declare all public-sector work “essential services” and strip workers of a fundamental right in labour relations – the right to withhold labour.

The Supreme Court appeal was brought forward by the Saskatchewan Federation of Labour. AUPE intervened in support of the position ultimately adopted by the Court and made oral submissions at the hearing.

“This ruling calls into question all kinds of existing legislation here in Alberta,” said AUPE outside counsel Patrick Nugent when the ruling was handed down. “The right to strike is constitutionally protected in Canada. Some governments try to get around this by imposing sweeping legislation declaring ‘essential services.’

This ruling sets a higher threshold for

what can be declared essential and establishes that even when a prohibition on striking is justifiable, there must be a fair, meaningful mechanism for resolving disputes.”

The vast majority of AUPE members do not have the legal right to strike.

Those governed by the Public Service Employee Relations Act, for example, have not had the right since the 1970s.

As a compromise, then-premier Peter Lougheed gave workers under PSERA the right to binding arbitration to settle contracts, but the arbitrator is forbidden from ruling on certain aspects of contracts.

AUPE’s lawyers are examining the precedent-setting Saskatchewan ruling to see how it might apply to Alberta’s labour laws.

“It’s going to take some time to see what the implications are for Alberta,” said Vice-President Carrie-Lynn Rusznak, a court worker who falls under PSERA. “But any time workers’ rights are protected anywhere in Canada, it’s cause for celebration.”

Saskatchewan lawmakers, in the meantime, were given one year to rewrite the legislation so that it no longer violates Saskatchewan workers’ Charter rights. <

It’s going to take some time to see what the implications are for Alberta, but any time workers’ rights are protected anywhere in Canada, it’s cause for celebration.

AUPE VP Carrie-Lynn Rusznak

20 DIRECT IMPACT

Kevin Olenick doesn’t care if you agree with him. What he’s really interested in is the conversation.

Olenick is a Local 039 member at SAIT by day, but his off hours are spent delving into hot-button issues on social media. These issues then become topics for his podcast, Agree or Disagree, which celebrated its first anniversary on Feb. 11, 2015.

“I didn’t start the podcast because I felt my opinion was more important than anyone else’s,” said Olenick. “What Agree or Disagree is really about is breaking down boundaries. As a society, we find ourselves drawn to similar people, and we make assumptions about others. The podcast allows us to have conversations and break down some of those walls.”

Agree or Disagree has averaged three episodes per week, and Olenick forecasts to be even busier this year. Episode topics include everything from dating, sports, and politics to Christianity, human trafficking and homelessness.

“I want to tell the stories of things that are happening everywhere, locally to internationally,” said Olenick. “All stories are worth telling, but in a responsible manner.”

The guests on Olenick’s podcast come from all parts of the spectrum, and he usually just has to reach out and ask.

“Some people are resistant to it, but others see it as a great venue to communicate.”

And the message is getting out. The podcast has over 5,300 listens in its first year, but Olenick isn’t satisfied with that. He wants to spread the conversation even wider.

“I think there’s a perception that I’m trying to be controversial, and that’s partially true,” admitted Olenick. “But the flip side is that I’m trying to find common ground on these issues, and broaden peoples’ perspective.

“It’s easy to yell,” said Olenick. “It’s tougher to find agreement or a sense of community.”

You can find Agree or Disagree on Spreaker at www.spreaker.com/show/agreeor-disagree-the-podcast, and on iTunes soon. Olenick is also a regular contributor on Calgary Shaw Cable Television. <

Labour News

STAY INFORMED SAVE PAPER UPDATE YOUR EMAIL TODAY UPDATE YOUR INFO AT www.aupe.org/update-me

125

Exclusive deals for AUPE members AUPE members save on everything from fuel to fitness classes to financial products. www.aupe.org/discounts

Workplace violence under the microscope in new study In some respects, child protection work is like combat. The continual exposure to violence exacts a heavy toll on the frontline troops.

“We face violence and trauma on an almost daily basis,” says Melanie Metcalf, chair of Local 006 and a child protection worker in southeast Alberta. “Sometimes it’s after the fact; we get called to scenes of domestic violence, and we have to deal with the aftermath of those incidents.

Frequently, we ourselves are the victims of violence and abuse. We are verbally assaulted by clients, are threatened, get vehicles keyed or tires slashed. Obviously, all of these things we experience have an impact on our very being.”

Remarkably, the effects on workers’ emotional and psychological wellbeing have never been formally studied in depth, Metcalf says.

AUPE and the University of Calgary’s department of social work are going to remedy that. The two organizations are cooperating on a two-year research project

This study will give our members important empirical evidence that will help us advocate for adequate policies and support to make their workplace as safe as possible.

AUPE Executive Secretary-Treasurer Jason Heistad

funded by Alberta Works – a branch of the Alberta government – examining workplace violence in the child protection field.

“We know it takes a toll, but everything is anecdotal,” says AUPE Executive SecretaryTreasurer Jason Heistad. “This study will give our members important empirical evidence that will help us advocate for

Local 006 chair and a child protection worker in southeast Alberta, Melanie Metcalf

adequate policies and support to make their workplace as safe as possible.”

Metcalf says veteran child services workers recognize a clear pattern of emotional toll on colleagues.

“You can often see it around the 10-year mark in someone’s career. After a decade of coping and finding ways to keep it together, the cumulative effect becomes unbearable for some,” she says. “All of sudden, a single event – and in isolation it can be quite minor – triggers something and there’s just no resiliency left to cope.

Everything falls apart for that individual.”

The study will dig into all aspects of the issue, from bullying and harassment by supervisors and coworkers to direct and indirect violence due to the nature of the job.

In the coming months, Local 006 will begin recruiting volunteers, who will be interviewed by the study’s authors. All personal information will be kept in the strictest confidence.

“This is really important for our members,” says Heistad. “I encourage all potential participants to take part.

The higher the participation, the more accurate the data.”

It’s the second phase of a partnership between AUPE and the U of C. Previously, they studied the scope and effects of workplace stress among human services workers. < DIRECT IMPACT 21

Labour News

Edmonton home care workers join AUPE

Despite enormous challenges, ‘wonderful’ toddler brings family together You can see Kaia’s boundless joy in her bright blue eyes.

“Kaia’s changed all of our lives, that’s for sure,” her mom, Desiree McMurren, says. “She has brought the whole family together.”

Kaia’s grandma, Local 003 treasurer Amanda McMurren, couldn’t agree more. “You can’t help but smile whenever you’re around Kaia. It’s a wonderful, indescribable feeling when you see her.”

Three-year-old Kaia is developmentally delayed. She was born with a hereditary neurological condition known as vanishing white matter disease, or VWM, which can take dozens of forms. The common factors are that it is degenerative and incurable, although in some cases patients can live for several decades.

In Kaia’s case, she suffers seizures, has difficulty moving and balancing, and is cognitively delayed.

“Despite all that she goes through,” says Amanda, “she’s so happy and friendly. The first time she lays eyes on you, you’re her best friend.”

When Desiree was pregnant with Kaia, who is the second of her three children, an ultrasound showed abnormally high amounts of cerebellum fluid around her brain and spinal cord. Her doctor said that 22 DIRECT IMPACT

it could be a sign of problems, or it could be nothing. No further tests were ordered.

“As soon as she was born,” Amanda says, “we knew something was off. I couldn’t put my finger on it but something wasn’t right.”

In the coming months, they became concerned about developmental delays and at 12 months old Kaia underwent an MRI, which gave the first indication of VWM. Exactly what form of VWM is still not known.

“Nobody can tell us what we can expect for Kaia, if she will ever talk, eat or even what her life expectancy might be,” says Desiree.

“We’ve had to navigate the health care system and the child welfare system ourselves,” says Amanda, who credits her activism in AUPE for preparing her to be an advocate for her granddaughter. “It’s just been my daughter and me, but we’re not taking no for an answer.”

Desiree, a single parent in Taber, receives government assistance for Kaia’s special needs, but a lot of important items and expenses aren’t covered.

“For example, taking Kaia for specialist appointments in Calgary is very expensive and Desiree doesn’t even have a reliable car,” Amanda explains.

The family set up a trust fund called “Care for Kaia” at ATB Financial in Taber.

With the help of family, friends and AUPE members (notably Local 041, Local 042, Calgary Sheriffs, Local 045, and Local 003/001) they have raised $2,600.

If you want to find out more, or are interested in contributing, check out the Care for Kaia Facebook group. <

More than 400 home care workers in Edmonton employed by CBI Home Health became the newest members of AUPE on Feb. 25.

“We are pleased to welcome these home care workers into AUPE,” said AUPE Vice-President Susan Slade. “They are an essential part of our health care system that is too often unrecognized and undervalued.”

Home care workers are trained Health Care Aides and Licensed Practical Nurses who assist people with their health care needs at home. Their work allows people to avoid hospital stays, provides respite for family caregivers, and lets people remain in their homes longer.

We are pleased to welcome these home care workers into AUPE. They are an essential part of our health care system that is too often unrecognized and undervalued.

AUPE VP Susan Slade

On Feb. 25, the Alberta Labour Relations Board confirmed the results of a vote that took place in January, after finding that the employer failed to show the union acted in any improper or illegal way during the organizing drive.

“These workers came to AUPE because they know their wages and working conditions fall far short compared to the same jobs in health care facilities,” said Slade. “This victory will help us start to close that gap.”

AUPE has set up a website, www.homecareunion.ca, to help home care workers throughout Alberta take steps toward forming a union. <

Labour News

Laid-off Shepherd’s Care support workers eagerly await ALRB decision Alberta Labour Relations Board hearings can be pretty dry affairs, but when the outcome directly impacts your livelihood or the quality of care for your family members, such proceedings take on a whole new light.

Laid-off Shepherd’s Care workers and their supporters have packed an Edmonton ALRB hearing room since October, when the hearing began to examine the legality of Shepherd’s Care Foundation’s decision to lay off all support workers at their five Edmonton seniors facilities and contract out their jobs to Aramark.

The hearing is investigating AUPE’s assertion that Shepherd’s Care’s abrupt

announcement of layoffs and outsourcing was an attempt to avoid the legal obligation to bargain with their employees in good faith.

The decision sparked widespread concern about the impacts of outsourcing to Aramark, a US-based, multi-national company with a dangerous record of cutting corners, including contributing to deadly c. difficile outbreaks as a result of shoddy cleaning practices in health settings.

Shepherd’s Care workers, along with residents and their family members, held information pickets, community meetings, and rallies calling on the foundation to rethink their decision. They urged Shepherd’s Care CEO John Pray to consider the impacts on the quality of care for residents once the dedicated, long-serving employees were replaced by a revolving door of low-wage Aramark employees.

But despite receiving over 1,400 messages advising him to reverse the layoffs, Pray continued to insist that the decision was unavoidable and consultation with the union was impossible due to urgent financial difficulties.

The decision of the board will likely hinge largely on an assessment of whether or not the evidence presented proves that the foundation’s financial situation was dire enough to warrant proceeding with such a drastic move during a bargaining period without consulting the union.

The final day of the hearing was Feb. 13. The ALRB decision is expected in the coming weeks. <

Talk to us!

Do you have a story idea for Direct Impact? Email editor@aupe.org

Why do we look after our seniors?

That’s The Alberta Way™.

Thousands of AUPE members are caregivers in seniors homes.

They work hard to provide a safe, and comfortable environment for elderly Albertans. Our seniors built this province. They deserve the best care we can give them.

Th e Al b er t aWay. co m

DIRECT IMPACT 23

Labour Relations Briefs DECEMBER 2 - MARCH 1, 2015

Local 040 Covenant Health GSS: Application for mediation

AUPE applied for mediation on Feb. 17 on behalf of Covenant Health’s GSS workers.

A delay on a promised classification review and the employer’s wage offer of 0 per cent over three years led to the application. The bargaining committee hopes an independent third party will be able to recommend a settlement that is fair to everyone.

AUPE represents over 500 General Support Services workers with Covenant Health, at sites across Alberta.

Local 040/012 Covenant Care Holy Cross Manor: Employees join AUPE

Eighty seniors care workers employed

by Covenant Care Holy Cross Manor in Calgary voted to join AUPE on Dec. 23.

The new members wanted the power of collective bargaining behind them, and join other Covenant Care employees from Villa Marie in Red Deer in negotiating a first contract with their employer.

Local 020

both during bargaining and during mediation, the bargaining committee was left with no choice but to file for binding arbitration with the Labour Relations Board.

AUPE represents more than 1,500 employees of ATB Financial at branches across Alberta.

Local 071/012

Living Waters Catholic Schools: Arbitration award

After nearly three years without a contract, an arbitrator awarded a new contract to the more than 100 support and custodial staff employed by Living Waters Catholic Schools on Feb. 6.

The four-year contract, retroactive to 2012, will give employees wage increases of two per cent for 2012, 2013, and 2014, and one per cent for 2015. The contract expires Aug. 2015.

Living Waters school division spans a large area northwest of Edmonton, including Edson, Whitecourt, and Slave Lake.

Local 071/007

GPRC Fairview Campus: Tentative Agreement reached

With the help of a mediator, the bargaining committee and employer reached a tentative agreement in early March. At press time, no details were available but a ratification vote was scheduled to be held on March 24 and it was expected to pass.

The mediator was called in after three days of face-to-face bargaining in January. At that point many items had been signed off, but the employer refused to move on monetary issues.

AUPE represents approximately 60 support employees at Grande Prairie Regional College’s Fairview Campus.

Local 048/029, 030

ATB Financial: Application for arbitration

Green Acres Foundation: Employees join AUPE

The bargaining committee for all members at ATB Financial filed an application for arbitration after mediation failed to produce an agreement on Jan. 19.

With the employer refusing to respond to the union’s wage proposals

Employees originally excluded from joining AUPE at Green Acres Foundation’s Picture Butte Piyami assisted living facility became members in early January.

Although the Piyami site became unionized with AUPE in October, 13

24 DIRECT IMPACT

workers were originally excluded from the bargaining unit. They completed a vote on Jan. 8, and were then welcomed into the bargaining unit.

AUPE continues to discuss unionization with the staff at Green Acres Foundation sites across southern Alberta. To date, the Picture Butte Piyami and Coaldale Sunny South Lodge sites have voted to join AUPE, and bargaining is underway for a collective agreement for the more than 100 workers.

Local 048/028

Revera Scenic Acres: Employees join AUPE

More than 100 nursing and support staff at Revera Scenic Acres in Calgary voted to join AUPE in a worksite vote on Jan. 8.

Working conditions and compensation led to the organizing movement, and these concerns will now be dealt with in collective bargaining. The organizing period was highlighted by an accommodating and cooperative attitude from the employer, and AUPE is hopeful this will continue in bargaining.

Local 118/009 Strathcona County: Agreement reached

An agreement was reached between Strathcona County and its AUPErepresented employees after both parties ratified a mediator’s recommendations for settlement on Jan. 5.

The three-year agreement, expiring Dec. 31, 2016, includes wage increases of three per cent in 2014 and 2.75 per cent in 2015 and 2016, as well as changes to the grievance procedure, language applicable to vacation payouts, and removal of “letters of expectations.”

AUPE represents more than 180 staff of Strathcona County, which is located immediately east of Edmonton.

Local 057/010

Lamont HCC GSS: Application for mediation

Despite some progress in negotiations during two dates in December, the bargaining committee for the Lamont

AHS Bargaining

Right: Members the bargaining committee for Locals 043 and 046 (Alberta Health Services ANC) reviewed bargaining surveys of their membership in preparation for collective bargaining.

Top and bottom left: The entire bargaining committee for AHS and Covenant Healthâ&#x20AC;&#x2122;s ANC employees met in late January to discuss upcoming bargaining.

Health Care Centre GSS staff filed for mediation with their employer before the end of the year.

The employerâ&#x20AC;&#x2122;s bargaining team was not dealing with the specific issues and operations that exist at the Lamont HCC, and seemed to be dictated by the current round of negotiations with Alberta Health Services GSS. As well, there had been no indication that a monetary package had been created.

Local 047/003, 004

Revera Miller Crossing, Jasper Place, South Terrace: Application for mediation

The bargaining committee for three Revera sites in Edmonton filed for mediation on Dec. 17 after months of face-to-face bargaining failed to produce a new agreement.

Outstanding issues are mostly monetary: wages, RRSP contributions, benefits, and shift and weekend

premiums. Additional issues are the term of the agreement, illness leave, and job protection language.

AUPE represents over 400 staff members working at the three Edmonton seniors care facilities.

Local 053

University of Lethbridge: Agreement reached

Support staff at the University of Lethbridge received an early Christmas present when the Board of Governors ratified a new two-year agreement with them on Dec. 15. The agreement was reached with the help of a mediator.

The agreement, which runs until June 30, 2016, includes: a $550 lump sum (prorated for part-time employees) and a two per cent wage increase in the first year; a 2.25 per cent increase in the second year; improvements to benefits; and job security language.

AUPE represents approximately 470 support staff at the University of Lethbridge.

Local 048/001, 002, 003, 004, 021, 025 Bethany Care Society: Application for mediation

AUPE applied to the Labour Relations Board on Nov. 19 for mediation in its negotiation with Bethany Care Society.

The employer began bargaining in June with proposals that rolled back employee compensation and working conditions. As employee compensation is already below industry standards, the bargaining committee felt mediation was the next logical step towards achieving a fair agreement.

AUPE represents over 1,000 Bethany Care Society employees at six seniors care centres across central and southern Alberta.

DIRECT IMPACT 25

We are currently establishing our newest regional office in Medicine Hat. AUPE has a strong voice in the south and, in a province as vast as Alberta, securing the necessary resources, offices and meeting space will ensure that this voice continues to grow. Through the increasing use of regional offices and video conferencing we can ensure that all our voices are heard in every corner.

I leave you with the following words, just as relevant today as they were 50 years ago.

EXECUTIVE SECRETARY-TREASURER’S REPORT

I am introducing a new feature for our Direct Impact magazine. Every issue I will be shining a spotlight and highlighting items that I feel are of interest to our members. I hope you enjoy this article and welcome your comments or suggestions.

Please email me at j.heistad@aupe.org. I look forward to hearing from you.

First impressions can last a lifetime.

Area councils are an awesome and personal introduction to your union.

They’re a fun opportunity to get to know your brothers and sisters and have a great time doing it. We really are stronger when we work together. There is currently over $700,000 on hold and available for area councils and this increases by

approximately $11,000 each month. Have a look at the area council tab on the AUPE website www.aupe.org/contact/areacouncils and get involved today.

Through education we are both “preparing for today” and “securing our future.” I recently had the opportunity to participate in Labour School, and am amazed at the amount of work that goes into this successful event and immensely proud of the opportunities that are being created. AUPE spends over $2-million a year on conferences and seminars for our members and I am excited to hear our plans for the future. Visit www.aupe.org/memberresources/education/ for more information and take advantage of the opportunities.

2014 Labour School

“The labor movement was the principal force that transformed misery and despair into hope and progress. Out of its bold struggles, economic and social reform gave birth to unemployment insurance, old-age pensions, government relief for the destitute and, above all, new wage levels that meant not mere survival but a tolerable life.

The captains of industry did not lead this transformation; they resisted it until they were overcome. When in the thirties the wave of union organization crested over the nation, it carried to secure shores not only itself but the whole society.”

Martin Luther King, Jr., speech to the state convention of the Illinois AFL-CIO, Oct. 7, 1965 < In Solidarity,

Jason Heistad AUPE Executive Secretary-Treasurer

2013 Labour School

236 Members attended $2,492 per Member

206 Members attended $2,816 per Member

$495,083

$489,281

Member expenses

Member expenses

(time-offs, meals, accommodations and travel)

(time-offs, meals, accommodations and travel)

$58,839

Equipment & supplies

$14,831

Consulting Fees

$19,416

Staff expenses

(meals, accommodations and travel)

26 DIRECT IMPACT

$47,219

$588,169

TOTAL 2014 COST

$579,997

TOTAL 2013 COST

Equipment & supplies

$11,942

Consulting Fees

$31,555

Staff expenses

(meals, accommodations and travel)

Social Workers: Advocating for Albertans Across Alberta, Registered Social Workers can be found helping others.

Often, you will find us advocating for those who are not able to speak for themselves.

As social workers, we are on the front lines, urging government to repair major cracks in our social infrastructure and to adopt social polices that look after the needs of vulnerable Albertans.

Alberta’s income disparity gap is a good example. A growing gap between the haves and have nots has resulted in more homelessness, more working poor, an affordable housing crisis and many other social problems.

Access to resources to meet basic human needs is every person’s right. Alberta’s 6000 Registered Social Workers are advocates for fairness and social justice.

Advocacy is a fundamental aspect of our professional ethics and at the heart of what we do.

Registered Social Workers (RSW): The professional standard in social work

R U O B A L A T R E B L A E H T E T U T I T S N I Y R O T S I H OUR PAST TO BUILD A BETTER FUTURE OM

LEARNING FR OM

We would like to thank AUPE for its support of our June 2014 Labour History Conference – Uniting in the Struggle – particularly all those AUPE activists and leaders whose participation made the conference such a remarkable success.

The Alberta college of Social Workers regulates social work practice in Alberta. Its primary focus is to serve and protect the public interest by promoting skilled and ethical social work. www.acsw.ab.ca

Support Social Justice Education in Our Schools The Aspen Foundation brings community values of social justice and a respect for fairness and equality to the classroom. The Foundation for Labour Education works to educate youth to allow them to work, live, and participate fully in a democratic society.

AFLE encourages the use of materials, resources, and speakers in our schools that reflect the best traditions in community values and democratic principles of our society.

How can I contribute?

Please mail your charitable donation to: Aspen Foundation for Labour Education 11 Bonin Place, Leduc AB T9E 6H6 Charitable donations can be made online: www.canadahelps.org “Supporting Labour and Social Justice Education in our Schools”

For more information: Phone: 780-986-1745 Email: afle@telus.net Website: www.afle.ca The Aspen Foundation for Labour Education is now a recognized charity by Canada Customs and Revenue Agency (BN 881720510RR0001). You can support labour and social justice education in our schools with your charitable donation.

MEMBER ASSISTANCE PROGRAM (MAP) Confidential Counselling Services for AUPE General Service Members and Their Families What is MAP? MAP is an AUPE sponsored program of confidential counselling, designed to help members and their families resolve their personal and professional issues, stresses, and traumas and thus improve their overall health, well-being, and job performance.

Counselling services covered by this program

To arrange counselling or receive more information contact CMR Canada at: 1-800-567-9953 or by e-mail: cmr@cmrcanada.ca or find us on the web at www.cmrcanada.ca/AUPEmap.htm All arrangements will be made for you.

Your confidentiality is guaranteed.

CMR Canada

• Aging Parents • Anger Management • Bereavement • Career Issues • Emotional Problems • Family Problems • Fatigue • Harassment • Health Concerns • Marriage Preparation • Marital Problems • Physical or Sexual Abuse • Relationship Issues • Single Parenting • Stress • Substance Abuse/Addiction • Trauma

www.aupe.org Publications Mail Agreement: 40065207 RETURN UNDELIVERABLE CANADIAN ADDRESSES TO ALBERTA UNION OF PROVINCIAL EMPLOYEES, 10451 170 St. NW, Edmonton, AB T5P 4S7