Direct Impact Winter 2015

Published by the Alberta Union of Provincial Employees

WINTER 2015

2014

STRUGGLE AND SUCCESS After a year of defending our members, AUPE claims key victories - with an eye on future battles

INSIGHT Listening to Members

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WINTER 2015 CONTENTS

DIRECT IMPACT

AUPE EXECUTIVE President Guy Smith

COVER Exec. Sec.-Treasurer Jason Heistad

2014

AUPE members showed remarkable strength in 2014, but the work is far from over.

STRUGGLE AND SUCCESS

Vice-President Mike Dempsey

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

The Shift

Prep Work

With Common Cause

AUPE members pushed back against government in 2014, with amazing results.

AUPE launches the next phase of its drive to get members more politically active.

AUPE and Alberta’s elderly face a common enemy: contracting out.

8

12

15

BY THE NUMBERS

GOVERNMENT STAFFING LEVELS Have front-line staffing levels in the government kept up with Alberta’s population?

Managing Editor Mark Wells Editor Andrew Hanon 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 Labour News 18 Labour Relations Briefs 24 Focus on AUPE 26 Steward Notes Pull Out

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We want to know what AUPE members are up to. Send your suggestions to editor@aupe.org

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14183

DIRECT IMPACT 3

FROM THE PRESIDENT

Greetings! As we say farewell to 2014, we can look back on the past year with a sense of pride and accomplishment. The sheer volume of serious challenges AUPE faced was unprecedented. From previous issues of Direct Impact you will be well aware of these challenges and how, as a union, AUPE stood up and fought back like never before to protect the fundamental rights of our members and the services we proudly provide Albertans.

Although we certainly recognize our many victories, we must never become complacent. We must remain vigilant and be prepared to overcome any challenges in the future.

There has been a shift in government relations resulting in more open and respectful interaction with Premier Prentice and senior Cabinet Ministers.

We have earned that respect through hard work, tenacity, and proving once and for all that we will always stand up for the values that are the foundation of Alberta.

It is my sincere hope, and certainly my objective as we move forward on repairing the damage created by former Premier Alison Redford, that residual issues and concerns will be addressed. Whether that be securing governance of our pension plans, dealing with the most regressive aspects of Alberta labour legislation, or ensuring that proper resources are in place on the front lines where our members provide services to the people of the province, we will not let up.

Already, we are hearing that the low 4 DIRECT IMPACT

price of oil will have an impact on this year’s budget. How many times have we heard that before? It should be a concern to all Albertans that once again the government is making promises that it will find problematic to keep.

In fact the Government has announced “hiring restraints” in the public service that will only increase the workload, stress and burn-out which are reaching a crisis point. This and many other issues, such as the collapse of the Wildrose Opposition in Legislature, ensures that 2015 could be as challenging and tumultuous as the past year at the bargaining table, in the worksites and in communities across the Province.

That’s why we must stay strong and continue to grow stronger, and I promise you that your AUPE leadership at all levels is committed to that. At our recent annual Convention, those same leaders gathered to set the course for AUPE over the next year. In addition to recognizing the tremendous work done by the membership in 2014, all the duties of Convention were completed through the resolutions that were submitted. Delegates left Convention knowing that AUPE had done well and was committed to do even better in the future.

In honouring AUPE’s esteemed life members at Convention, we heard from 95-year-old Denys Cook, who had been president of AUPE’s predecessor, the Civil Service Association of Alberta, in the 1960s. His inspiring speech was rounded

out by the words of wisdom: “when you are all thinking the same, none of you are thinking.” How true.

It is important we remember, as a democratic and open organization, that membership engagement, involvement and ideas are the lifeblood of AUPE. As we move forward in 2015 AUPE’s leadership is committed to strengthening membership involvement and mobilization through a number of worksite engagement strategies. We know that this is what saw us through the dark periods of the past year and what will strengthen our resolve in 2015.

Personally, I want to thank you for all your hard work and solidarity over the past year and wish you and your loved ones a happy, healthy and rewarding new year. <

In Solidarity,

Guy Smith AUPE President

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.

T h e Al b er t a Way. co m

DIRECT IMPACT 5

GOVERNMENT STAFFING LEVELS

BY THE NUMBERS In November, Premier Jim Prentice revealed that he wanted to address the shocking turnover rates and low morale within the provincial public service. “There has not been a healthy relationship between elected representatives of government and the civil service,” he said at the time. One of the first things Prentice should address is staffing levels on the front lines. Alberta is the fastest growing province in Canada and front-line staffing levels are rapidly falling behind.

Alberta Population

VS.

Government of Alberta Front-line Employee Staffing Levels (Locals 001 - 012)

Alberta Population

2014

GOA Front-line Employees

4.1 Million Total provincial population

2009 2004

3.13 Million

Total provincial population

Total provincial population

19,270

22,186

22,171

Total number of front-line GOA employees (AUPE)

Total number of front-line GOA employees (AUPE)

Total number of front-line GOA employees (AUPE)

Total increases from 2004-2014 Population growth vs Front-line workers From 2004-14, nearly 1 million new people — more than the entire population of Edmonton – moved to Alberta. Such rapid growth puts tremendous pressure on all public services and the employees who deliver them. If staffing levels don’t keep up, everyone suffers.

6 DIRECT IMPACT

3.58 Million

+15% (2,901) 2,901 front-line workers were added to the government payroll

+31% (970,000) Alberta’s population increased by a total of 970,000

While the total numbers clearly show the front lines of the public service is failing to keep up with population growth, the devil is in the details. Specific departments and job descriptions are falling even further behind. Here are some examples.

Technical, General and Field Services (Local 012) These are the government’s technicians, including microbiologists, soil technicians, food inspectors, bridge and roadway inspectors, etc. Among many other things, they work to ensure our food is safe, our water supplies are clean, our roads and bridges are properly maintained and our flood mitigation efforts are adequate.

Fish & Wildlife Officers (Local 005) Alberta is a huge province, with a greater land mass than France or Germany. More people are drawn to our wilderness every year, but the number of front-line fish and wildlife officers patrolling our wild areas is actually going down.

2000 148 Patrolling Officers

4.1 Million

3.13 Million Alberta Population

1,437

1,344

1,437

1,430

1,482

1,503

1,453

1,425

1,386

1,447

1,391

2004

2005

2006

2007

2008

2009

2010

2011

2012

2013

2014

-3% (-46)

+31% (970,000)

Total change from 2004-2014 of Local 012 members employed by the government

2011 100 Patrolling Officers

2014 92 Patrolling Officers

Alberta’s population increased by a total of 970,000 (2004-2014)

= 10 Fish & Wildlife Officers

Government Administrative & Support Services (Local 001) These are the government’s administration support staff, file clerks, receptionists, etc. They are usually the public’s first point of contact for government services and ensure that all departments are on track.

4.1 Million

3.13 Million Alberta Population

7,054

7,034

7,310

7,276

7,402

7,819

7,393

6,973

7,021

7,243

-38% (-56)

7,215

The last 14 years have seen the number of Fish & Wildlife Officers reduced by 56.

+42% (1,220,000) 2004

2005

2006

2007

+2.2% (161) Total change from 2004-2014 of Local 001 members employed by the government

2008

2009

2010

2011

2012

2013

2014

+31% (970,000) Alberta’s population increased by a total of 970,000 (2004-2014)

Alberta’s population increased by a total of 1,220,000 (2000-2014)

Area of Alberta: 662,000 sq. km Fish & Wildlife Officers (2014): 92 Square Kilometres per Officer: 7,196 Source: Alberta Game Wardens Association DIRECT IMPACT 7

THE

SHIFT AUPE RATTLES THE DOME IN 2014

by Tyler Bedford Communications Staff 8 DIRECT IMPACT

It’s conceivable that pundits and strategists alike will ta that slithered from th ke the politics legislature and into o e Alberta rooms starting in 201ur living of what not to do if y 3 as a model government to succeou want your ed.

Broken promises, dupli city and gaffes were com monplace as the govern Redford stumbled from ment of Alison planes to podiums. There wa s little concern for those actions and baffling judgm affected by its ent. The outcome was a thr ong of angry Albertans pro But if 2013 established wa vince-wide. ys government should no t behave, 2014 will ser ve on how a mobilized, pre as a guide pared and organized AU PE membership can def monumental legislative att eat even the most acks.

This article takes a look at the efforts of members, the public and AUPE during against three of the most campaigns highlighted issues the un ion faced during the Redfo rd era.

Defending our rights: Bill 46, the Public Se rvice Salary Restrain Bill 45, the Public Se t Act and ctor Services Continu ation Act “The government tried to use its legislative majority to bypass the collective bar of 22,000 members and for gaining rights ce a bad agreement with Bill 46. That was very dis AUPE President Guy Sm concerting,” said ith.

“With Bill 45, even the wh isper of a strike could be seen as an offence: a direct freedom of speech and fre assault on edom of association. It allo wed the government to tar the public for voicing sup get and fine port for wildcats. Thou sands were appalled and Smith. “Action was the on opposed,” said ly option.”

“We had to emphasize the ramifications of 46 and 45, why they were harmf members and the public ul and what could do about the bills.”

The union quickly develo ped a webpage where inf ormation about the bills That information was als was posted. o communicated through email, Facebook and Twitte mail outs, letters and the r, phone calls, media.

“As a result, hundreds fou ght Bill 46 and 45 in com munities all over Alberta, “The pressure did not let ” said Smith. up. People expressed app rehension directly to gov and ministers using the inf ernment MLAs ormation we gave them. Th at anger was online and in “You could read or hear abo the media too. ut the bills almost daily,” said Smith. “It was clear the angry. Bills 46 and 45 inf public was ringed on rights and, un ion supporter or not, peo over their far-reaching ram ple were outraged ifications,” said Smith.

The union soon filed com plaints over Bill 46 with the Alberta Labour Relation Alberta Court of Queen’s s Board, the Bench and the United Na tions’ International Labou “The government started r Organization. to realize quickly it went too far,” said Smith.

DIRECT IMPACT 9

Hundreds rally at the Legislature to protest Bills 45 & 46 Hundreds more rallied across Alberta in protest of Bills 9 & 10

On Valentine’s Day, the Alberta Court of Queen’s Bench granted an injunction to suspend the operation of Bill 46. The court said the legislation would “emasculate” the Alberta Union of Provincial Employees.

“The backlash against the province grew,” said Smith.

By April, a tentative agreement was reached that saw significant improvements to what was dictated in Bill 46. Following province-wide town halls in May, members voted to accept the tentative agreement, which took effect in July 2014.

“I’m proud we had so much support to defeat this bill,” said Smith. “To successfully defend the right to negotiate and vote on a collective agreement is a genuine victory,” said Smith.

While Bill 46 has gone by the wayside, the contentious Bill 45 remains an issue 10 DIRECT IMPACT

for AUPE, its membership and the public.

These issues have been raised with the new government and AUPE remains watchful.

Just as the campaign to kill Bills 46 and 45 were seeing success, another battle began Feb. 24, 2014.

Defending our pensions: Bill 9, the Public Sector Pension Plans Amendment Act, and Bill 10, the Employment Pension Plans Amendment Act “Long before these bills were introduced, AUPE had mobilized its members to lobby the government against pension changes in communities across the province,” said President Smith. “More than 50 town hall meetings were held around Alberta.”

Still, the government pressed forward with Bills 9 and 10.

In response, AUPE and other unions in the Alberta Coalition on Pensions took immediate action against the bills.

The campaign distributed information to thousands of union members, supporters, the public and communities urging strong opposition to the legislation.

It worked.

Albertans from every corner of the province took action and contacted their MLAs and government ministers to express anger over the pension changes.

People sent letters, made phone calls, visited constituency offices, sat in the legislature and attended multiple days of rallies, including rallies in 40 different communities on March 20, a date named the Day of Action on Pensions.

“The pensions campaign made Albertans recognize those affected by the legislation had given decades of service and did not deserve to have their retirements endangered by the provincial government,” said Smith. “It was pretty remarkable.”

Following weeks of pressure, the government delayed Bill 9. Shortly after that, both Bills 9 and 10 were delayed and sent to an all-party committee for further review. The committee held meetings in communities around the province throughout the summer of 2014.

“The campaign urged the public to participate in the hearings and they did in droves,” said Smith. On Sept. 18, the government announced it would prorogue the legislature. This killed both pension bills. The province promised it would not reintroduce the legislation.

“We knew our hard work had paid off,” said Smith. “Retirements were saved and although Bills 9 and 10 should not have been attempted in the first place, the victory was gratifying and made us wise to the symptoms of a potential future attack on pensions.”

To successfully defend the right to negotiate and vote on a collective agreement is a genuine victory AUPE President Guy Smith

Michener Centre family members Bill Lough and Lee Kvern celebrate their victory.

The goal now, as it has been for more than 20 years, is the establishment of a real and meaningful joint governance of pension plans to hopefully eliminate the type of political interference we witnessed in 2013 and 2014.

Defending our vulnerable: The Michener Centre “You could almost hear the jaws drop in Red Deer after the government announced it would close Michener Centre,” said AUPE Executive Secretary-Treasurer Jason Heistad. “People were blindsided.”

Shortly after the announcement, AUPE teamed up with the Society of Parents and Friends of Michener Centre – a group that advocates for residents – to form Keep Michener Open.

“What the government was doing was dangerous and cruel,” said Heistad. “We had to tell Albertans that and once we did, Keep Michener Open took off like no other campaign I, or many of my colleagues, had ever seen.”

Television, radio and print ads told stories of residents and family members and called on government to reverse its decision. The messages resonated quickly with Albertans.

“What the hell are they doing? That was the most common reaction we got,” said Heistad. “There was this disbelief that a government could go so far as to evict such defenseless individuals.”

Rallies at Red Deer city hall, and marches on Red Deer’s main streets and on the office

of MLA Mary Anne Jabonski, who represents Michener residents, were heavily attended.

“The community was strongly behind Keep Michener Open. We were cheered on by a crowd of more than 30,000 at two Red Deer Westerner Days’ parades, volunteers collected more than 25,000 petition signatures and put up more than 2,000 Keep Michener Open lawn signs,” said Heistad.

“On top of that, more than 4,000 letters were sent to government and opposition leaders urging the government to keep Michener Centre open and a Facebook page set up in support of Michener rapidly gathered more than 1,400 supporters.”

Red Deer City Council, the Red Deer Public School Division, the town of Innisfail, the town of Springbrook, the town of Penhold, the town of Bowden, the town of Blackfalds, Alberta Teachers Association Local 054 (Edmonton Catholic Teachers) and Local 80 (Red Deer Catholic Teachers), all Alberta opposition parties and many more organizations came out against the closure of Michener.

In November 2013, AUPE released a short documentary called “Evicting Our Most Vulnerable.” It told the story of Lee Kvern and her sister Jody, who has spent most of her life at Michener. Just two days after the film’s release, MLA Jablonski tabled an astonishing 24,244 Keep Michener Open petition signatures in the Alberta legislature.

“The opposition to the closure had grown strong and fierce,” said Heistad.

After an 18-month campaign, the government announced on Sept. 19, 2014, Michener would stay open for those who wished to stay, that it would be restaffed, and that those who had been moved away could come back home if they wished. The tune changed so much on the Michener closure that the province called it “inhumane to relocate severely-disabled Albertans from their homes in the autumn of their lives.”

“The campaign worked. It was a complete victory,” said Heistad. “Words can’t describe the feeling in that room when the government announced Michener would remain.”

AUPE’s efforts were so effective that the Edmonton Journal and Alberta Venture magazine recognized the union for its accomplishments in 2014.

“The successes in 2014 were achieved because of the hard work, dedication and passion of a mobilized membership,” said President Smith. “The campaigns are a lesson in what happens when folks come

Keep Michener Open took off like no other campaign I, or many of my colleagues, had ever seen.

AUPE Executive Secretary-Treasurer Jason Heistad

together to stand up for what’s right. You really can make a difference, and that has got to be remembered, always.

“AUPE will remain mobilized and alert to any future attacks and we will ensure 2014’s promises are kept,” said Smith.

“While the events of the recent past will be remembered, the union is ready to turn the page and is optimistic the working relationship with the province will continue to improve under the government’s new leadership,” Smith said. “It’s in the interest of both parties.” <

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Do you have a story idea for Direct Impact? Email editor@aupe.org DIRECT IMPACT 11

Let me introduce you to Pericles...

“Just because you don’t take an interest in politics, it doesn’t mean politics won’t take an interest in you.”

12 DIRECT IMPACT

PrepWork AUPE’s John Ashton is on the road, engaging members for the second phase of Preparing for Change campaign.

by Andrew Hanon Communications Staff

John Ashton looks out at two dozen or so members gathered at AUPE headquarters in Edmonton.

It’s a cold, grey Saturday in November, one of those mornings when you’d rather be in your pyjamas at home, sipping coffee and avoiding household chores.

But this group is rapt, alert and ready to hear what Ashton has to say. With nearly two decades’ experience as a political campaigner, Ashton has joined AUPE’s staff to pilot the next phase of the union’s two-year Preparing For Change campaign, an ambitious program to get its members — and all Albertans — more engaged and active in the political process.

“Let me introduce you to Pericles,” Ashton says, referring to the ancient Greek general and statesman often called the first citizen of Athens. “He said, ‘just because you don’t take an interest in politics, it doesn’t mean politics won’t take an interest in you.’”

If anyone in Alberta understands the wisdom of those words uttered more than two millennia ago, it’s AUPE members. Since

2012, they have seen politicians attack their pensions, try to freeze their wages, threaten their freedom of speech and attempt to close down their worksites.

Ashton tells the group, who are members of Local 006 (social services), “Politics sets your pay, your hours, your working conditions. Politics creates and regulates the services you offer your clients. It can also take them away…”

Since AUPE’s annual Convention in October, Ashton has been traveling Alberta and showing members the enormous amount of clout they could wield in the next election.

For example, he said, of the 61 seats the Tories took in 2012, one third were won by fewer than 1,000 votes. Many margins of victory were smaller than 500.

“If you look, you’ll see that in many of these ridings, the number of AUPE members living there was greater than the margin of victory,” he said.

The Preparing for Change campaign is non-partisan. It’s not about endorsing any party over another, or any candidate over an opponent. It’s about getting members educated and involved.

That, Ashton said, is the key. “Research shows we can be effective in elections simply by making sure our members vote.”

Two-pronged approach AUPE is taking a two-pronged approach with the campaign. The first is aimed at getting the general public more politically aware, along with AUPE members.

That’s the Alberta Way campaign. You’ve likely seen the ads, which have been running on TV, the internet and in newspapers promoting the values of hard work, talking straight and keeping one’s promises. Those values, the ads say, are integral to Alberta’s way of life and are embraced by AUPE members. But in recent years, some politicians have abandoned the Alberta Way, and it’s time to hold them to account.

DIRECT IMPACT 13

If politicians and parties know that AUPE members will vote, they will listen to us…

They’ll have no choice but to take our needs into consideration.

AUPE VP Mike Dempsey

Over the summer, AUPE Executive members and others took the Alberta Way out to events in communities across the province. They asked the public: If an MLA were in front of you right now, what question would you ask?

“It was a fascinating exercise,” said VicePresident Mike Dempsey, who staffed the Alberta Way booth for five days at Heritage Fest in Edmonton. “People had some very intelligent, well-considered questions. And over the summer it gave us the chance to personally introduce the Alberta Way to tens of thousands around the province.”

The summer campaign climaxed at Convention in October, where the Alberta Way leader’s forum was held. The leaders of all four parties in the Legislature, the PCs, Wildrose, Liberals and NDP, were invited for a two hour forum to answer questions based on those gathered throughout the summer. Newly minted PC Premier Jim Prentice declined to attend (and no alternate was sent in his place), while the Wildrose’s former leader Danielle Smith, the Liberals’ Raj Sherman, and the NDP’s Brian Mason attended (his last public event before being replaced by Rachel Notley).

“It was a great event,” said Dempsey, who chairs AUPE’s Committee on Political Action, which helped organize the forum.

“The audience of more than 1,000 learned a lot about each participating party’s policies.

The Alberta Way seeks to help Albertans learn more about each party and what they stand for, so that they can support the one that best serves their needs and interests.”

At the same time, the Alberta Way’s website (www.albertaway.com) was relaunched. The new site is designed to stimulate discussion of provincial politics. Participants can sign up, post content and comment on others’ contributions. They can even vote on issues, stories, videos and photos that they feel are most important.

14 DIRECT IMPACT

Getting out the vote in the by-elections

The leaders debate at Convention

“It’s a great website,” said Vice-President Carrie-Lynn Rusznak. “It has a lot of fascinating content and it’s a good place to keep up to date on the issues.”

Get Out The Vote Meanwhile, Ashton is focused on getting AUPE members geared up for the next provincial election, which by law must be held by early 2016.

“It’s about getting our members out to vote, or GOTV,” he explained.” In the leadup to the next election, AUPE will use several methods, including presentations to members, direct mailouts, workplace postings, social media campaigns and mass advertising.”

Ashton is also preparing several one- or two-hour courses that he can present to members at gatherings like chapter and local meetings.

“I can present one course individually or several at once,” he explained. Among the course titles are Introduction to Politics, Social Media Activism and Lobbying.

More are in development and will be announced as they become available.

When it gets closer to an election, phone banks and door-knocking campaigns will be organized to contact members directly,

urging them to get educated through thealbertaway.com and cast their ballots.

Ashton oversaw a dry run in October’s four by-elections, where AUPE members called the nearly 3,000 members living in the four ridings up for grabs.

“We contacted every one of them, and the reaction was overwhelmingly positive,” he said.

Ashton told the audience that AUPE doesn’t have to be partisan to be effective.

All members have to be is active.

“If politicians and parties know that AUPE members will vote, they will listen to us,” said Dempsey. “And if they’re in power, they’ll work hard to earn our members’ trust and support. They’ll have no choice but to take our needs into consideration.”

“When you see the numbers laid out like this, you realize how much influence we can have,” said Local 006 member Chris D’Lima. “We need to make sure politicians understand that we can’t be taken for granted, like we were in the recent past.” <

Prepare for Change To book John Ashton to speak at your AUPE event, email d.schell@aupe.org Be sure to check out albertaway.com and join the conversation on provincial politics

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Steward sn Notes VOL. 8 â&#x20AC;˘ ISSUE 1 â&#x20AC;˘ WINTER 2015

T

AUPE union stewards step up their game AUPE union stewards are stepping up to the plate, ready to learn new skills and serve their co-workers better.

by Merryn Edwards Communications Staff

he Membership Services Committee has initiated a change that will see all union stewards progress in their role, taking on the full gamut of union steward responsibilities over time.

The union steward training is also changing to complement this commitment to lifelong learning. The change will eliminate the designations of union steward levels (one, two and three). Union stewards will now all hold the same title, distinguished from each other only by their experience, education, and length of service.

Eliminating this hierarchy will encourage all union stewards to mature over time in their role. Although union stewards will no longer be designated by their levels, those union stewards who have more extensive experience will be expected to step into a mentorship role to foster the development of newer union stewards.

However, while newer union stewards will be supported through the mentorship of their experienced brothers and sisters, all union stewards will be expected to fulfill the full range of steward responsibilities, including interpreting collective agreements, representing members in meetings and investigations, attending disciplinary meetings, and handling grievances.

The new union steward training program will ensure that union stewards are prepared with the information they need to fulfill these responsibilities. In order to be effective in the workplace, union stewards must be familiar with the principles of contract interpretation, the structures and operations of the union, and workplace and union rights such as Occupational Health and Safety and Human Rights legislation.

Union stewards should also understand how to work to build and strengthen the union through education and advocacy, STEWARD NOTES 1

sn and communicate pressing issues between the workplace and AUPE headquarters and regional offices.

The completion of AUPE’s recent steward survey did see the roster of union stewards decrease, after removing those who were either inactive or unable to take on the commitment to develop their skills and responsibilities over time. However, the renewed emphasis on mentorship will help grow the union steward program in the future to better activate and serve members throughout the union.

Before the new training program takes effect next fall, existing union stewards are encouraged to complete the current steward training up to and including Union Steward Level Two and Contract Interpretation if you have not already done so. Scheduling for the current union steward training is based on demand, so contact the Education department as soon as possible to register. (Please see the ad on page 4 of Steward Notes).

All existing union stewards who have completed the current Level Two training will not be expected to complete the new training

Before the new training program takes effect next fall, existing union stewards are encouraged to complete the current steward training up to and including Union Steward Level Two and Contract Interpretation if you have not already done so.

program when it comes into effect next fall.

However, if you haven’t already done so, union stewards are strongly encouraged to take the Contract Interpretation course, as it will become a pre-requisite for the new union steward training program.

If you aren’t able to complete the required courses before next fall, don’t worry. The new training program will be tailored to suit the new direction of AUPE’s union steward program.

And of course, new union stewards are always welcome to join the team. Nomination forms and information about the union steward’s role are available on the AUPE website.

By working to inform and motivate union members, protect the collective agreement, and keep the communication channels open between membership and leadership, union stewards form the foundation of the labour movement and function as the face of the union at the worksite.

Consider stepping into this vital role yourself, or encouraging a respected co-worker to become a union steward today. <

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

Photo credit: Keith Allison: Ray Rice

Photo credit: Amanda Coolidge: Jian Ghomeshi and I

Allegations of misconduct in your personal life can lead to discipline at work A spate of high profile domestic abuse cases involving National Football League players—not to mention the Jian Ghomeshi case closer to home—has shone a light on how employers can take disciplinary action for incidents occurring in their employees’ private lives.

by Merryn Edwards Communications Staff

W

hen graphic surveillance camera footage of former Baltimore Ravens running back Ray Rice emerged, showing him knocking his girlfriend unconscious in an elevator, it set off a firestorm of criticism prompting the Baltimore Ravens to fire the star running back.

It also prompted the National Football League to ban Rice from playing anywhere in the NFL, although the NFL Player’s Association successful appealed the ban.

Nonetheless, the Ravens have refused to resign Rice and as of press time, no other team had expressed any interest.

The fact that such incidents did not occur at work or directly impact the player’s performance did not stop the team or the league from initiating discipline.

Similarly, Canadian broadcaster Jian

Ghomeshi was abruptly fired by the CBC over allegations that he sexually assaulted several women while on dates.

He has since been criminally charged, but has denied the charges, arguing that the alleged incidents were consensual, sadomasochistic role-playing.

Since his firing, widespread rumours have surfaced that Ghomeshi allegedly committed sexual harassment at work, as well. But allegations of misconduct don’t necessarily have be during work hours or of a criminal nature in order to warrant discipline.

If the identity of your employer becomes associated with any activity that could be deemed to harm the employer’s reputation or interfere with their business interests, they may well have grounds for discipline.

And it’s not just a concern for celebrities, whose identities—along with the identities of their employers—are widely known. The advent of social media has created a window into the private lives of everyday people—a window that your employer among others may potentially look through.

Precedents exist for discipline for social media activity, even in cases where such activity was not criminal in nature, not undertaken at work, nor had any direct connection to the workplace or coworkers.

For example, a B.C. arbitrator reviewing the case of an employee terminated for posting to a blog (which also identified the blogger’s employer) containing Nazi-sympathizing postings and other controversial topics, wrote that “while the employer is not the custodian of the grievor’s character or personal conduct, his conduct may be a disciplinary concern to the employer if it adversely impacts the legitimate business interests of the employer.”* In that particular case, the arbitrator reduced the termination to an unpaid suspension from the date of discharge.

However, reinstatement may not be appropriate if the employment relationship is found to be damaged beyond repair. In such cases, the grievor may get damages in lieu of reinstatement, but is still out of a job. <

Lessons learned?

First: Allegations of misconduct don’t necessarily need to be proven in court or even criminal in nature in order to lead to discipline.

Second: Remember that the Internet is not a private place, no matter how you set your Facebook privacy settings.

Imagine viewing your social media activity through the eyes of your employer before you post.

* EV Logistics v. Retail Wholesale Union, Local 580 (Discharge Greivance), [2008] B.C.C.A.A.A No. 22 (QL) 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

with common cause

by Merryn Edwards Communications Staff

Seniors and health workers alike have a lot to lose in the trend toward privatization and contracting out in Alberta’s seniors care sector.

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fter battling a deadly outbreak of c. difficile that contributed to the deaths of 16 people in 2011, the Niagara Health System in Ontario cut ties with Aramark, the U.S. firm it had contracted to provide cleaning services.

Sharleen Stewart, president of the Service Employees International Union, told the Toronto Star, “Aramark contributed to the c. difficile outbreak by cutting corners, using cheaper cleaning chemicals, and reducing staffing levels.”

In his book, Cleaning Up: How Hospital Out$ourcing is Hurting Workers and Endangering Patients, Dan Zuberi says that, in comparison to in-house staff, employees of contractors like Aramark have lower wages and benefits (including fewer paid sick days, (over)

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Shepherd’s Care staff, residents and family members are asked: “Who is willing to take action to stop the layoffs and contracting out?”

meaning they are more likely to come to work sick), higher rates of workplace injury, and shorter lengths of service, since they will only stay until they can find a better job.

Given their documented track records of dangerous corner-cutting practices, how is it that companies like Aramark are increasingly relied upon to provide services to some of our most vulnerable citizens— Alberta seniors in living in residential care?

Case study: Shepherd’s Care Foundation On Sept. 3, Shepherd’s Care Foundation abruptly announced that it was laying off 157 support staff – some with up to 30 years of service – at their five Edmonton seniors homes and outsourcing their jobs to Aramark.

Workers, residents, and their families were caught off guard. “Shepherd’s Care hasn’t handled this in the right way,” said Syd Machiota, who has a family member living at Shepherd’s Care’s Kensington facility. “I had to learn about this decision from reading the paper.”

Laid-off workers came together with residents and their family members at meetings, where they spoke of shared concerns that laying off long-serving staff would jeopardize the quality of care.

Despite the short notice, they sprang into action, creating a website (shepherdscarefacts.com), holding information pickets and a rally, and gathering over 1,500 messages from community members urging Shepherd’s Care CEO John Pray to reconsider.

These pleas fell on deaf ears. As of Oct. 31, Aramark was in place in all of Shepherd’s Care’s Edmonton facilities.

The Alberta Labour Relations Board is holding a hearing examining AUPE’s 16 DIRECT IMPACT

complaint 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.

Shepherd’s Care CEO John Pray testified at these hearings that chronic underfunding from Alberta Health Services prompted the decision to outsource. However, he resisted producing financial documentation both at the ALRB and also in response to an order of Alberta’s Privacy Commissioner that Shepherd’s Care and other continuing care operators disclose details about how they are using public health care funding.

The ALRB hearing will likely continue into 2015.

Case study: Centre de santé St. Thomas Health Centre French-language assisted living services have been a long-standing dream for Edmonton’s francophone community, but since opening just seven years ago, St. Thomas has been plagued with problems.

The centre repeatedly failed to pass AHS inspections, and 34 of its assisted living beds remained empty for over a year, despite the

The government is playing a shell game with Alberta’s elderly…

AHS closed down its own long-term care beds and moved seniors to private, for-profit facilities.

AUPE VP Glen Scott

“My grandmother is at your Millwoods facility and has built many relationships with all of the staff members at her new home… I am disappointed and ashamed of the current transition that is being made in contracting Aramark… I ask you, from one Christian to another, laying off 157 hardworking, loyal, and enthusiastic employees in place of a company that has a documented past of treating their employees poorly and even abusively…is that the Christian thing to do?”

Stuart Anderson, grandson of Shepherd’s Care Millwoods resident, in a letter to CEO John Pray fact that St. Thomas continued to receive AHS funding for those spaces. AHS held off on collecting the $1.2 million owed by St. Thomas for failing to provide services in the hopes that the centre would find a way to remain open.

Yet despite this reprieve, St. Thomas management simply passed the buck for their mismanagement onto their nearly 200 nursing and support staff. They notified AUPE of their intention to contract out all those jobs before negotiations for a collective agreement had begun.

St. Thomas contracted out cleaning and food service to Aramark, but they also contracted out the provision of nursing care to St. Elizabeth Health Care, an Ontario-based organization that is currently expanding into Alberta.

“St. Thomas may be the first continuing care operator in Alberta to contract out its nursing staff on an ongoing basis, but probably won’t be the last to try it,” said AUPE Vice-President Karen Weiers.

“With the rise of staffing agencies like St. Elizabeth, nursing staff should be aware that their jobs could also be contracted out.”

Root causes: systematic privatization and lack of oversight The shortage of continuing care spaces, especially for long-term care for Alberta seniors is one of the most pressing problems facing our health-care system. But overwhelmingly, the government response to this crisis has been to distance itself, outsourcing responsibility to the private sector with shockingly inadequate levels of oversight.

A recent report from the Auditor General of Alberta supports AUPE’s longstanding calls for oversight of all publicly funded seniors care providers. The report found that there were no systems in place to evaluate whether public funding provided to private long-term care operators was actually meeting residents’ needs.

The lack of oversight is even more pronounced in supportive living. AHS also

With the rise of staffing agencies like St. Elizabeth, nursing staff should be aware that their jobs could also be contracted out.

AUPE VP Karen Weiers

has no standardized funding formula for supportive living providers, creating a race to the bottom as providers compete for funding.

The quality of care suffers and wages and working conditions for workers come under pressure as operators look to cut costs.

Case study: Privatizing long-term care in Strathmore AHS initially promised to expand the longterm care unit at the local hospital to meet the needs of the community of Strathmore, approximately 50 kilometres east of Calgary.

AHS also began funneling approximately $21.2 million in grants between 2009 and 2011 to AgeCare, a for-profit seniors care provider, to subsidize the creation of its Sagewood facility in Strathmore.

In April 2013, AHS shocked Strathmore residents by announcing that they were closing the long-term care wing of the hospital, transferring its 23 residents to Sagewood and laying off the nursing and support staff who had cared for those residents for many years.

Strathmore Town Councilor Bob Sobol told the Strathmore Standard: “That was not our plan when Sagewood put the contract in. That was not something we as a council wanted.”

“The government is playing a shell game with Alberta’s elderly,” said AUPE Vice President Glen Scott. “We’ve seen the same thing happen

in other communities. In Carmangay, Bashaw, Stettler and Red Deer, AHS closed down its own long-term care beds and moved seniors to private, for-profit facilities.”

Aramark provides food and cleaning services at Sagewood.

Sagewood nursing staff successfully unionized with AUPE in Aug. 2014, but their wages and working conditions are still below those in AHS facilities.

Prentice’s prescription: More of the same In the midst of a by-election campaign, (then unelected) Premier Jim Prentice announced plans to fund 464 continuing care spaces, but the announcement created uncertainty about what kind of spaces he was talking about.

It was unclear if this funding included re-opened beds that had been closed and beds that were previously funded but remained empty. Most significantly, the announcement carefully avoided promising long-term care beds, preferring the term “continuing care.”

“Continuing care” encompasses the spectrum of seniors care, ranging from home care to supportive living to long-term care. Supportive living spaces (offered by private for-profit and non-profit operators)

have been on the rise, in contrast to a corresponding decline in the number of long-term care spaces.

Unlike long-term care, supportive living facilities are not regulated by the Nursing Home Act, are not required to have Registered Nurses on site, and have no consistent formula for AHS funding.

Funneling funding away from long-term care has little to do with meeting the needs of our aging population, but rather continues the trend of outsourcing seniors’ health to private providers willing to cut costs.

Natural allies Seniors who need quality care can find common cause with health workers who want safe, respectful work environments where they can build relationships with the residents they serve.

AUPE, which represents over 44,000 health sector workers, is working to build alliances with seniors, their families and other stakeholders with an interest in standing up for quality care.

“All Albertans have an interest in the way public funds are used to meet the needs of our seniors,” said AUPE Vice President Karen Weiers. “We believe that working together to ensure we all have access to quality care is the Alberta Way.” <

Watch for these early warning signs of privatization and contracting out at your workplace: • Efficiency experts: When employers bring in “independent” experts to analyze their operations, they could be looking for areas that can be privatized or contracted out.

• Staff vacancies: Employers are unlikely to invest in new staff or equipment if they are planning to get out of service delivery.

• Cutbacks: In preparing the public and clients for privatization/contracting out, employers want to be able to argue that the service will be better provided in the private sector. By manufacturing a crisis, they create the argument to contract out.

• Watch the classifieds: Notice of contract tenders, auction sales of equipment and calls for consultant proposals are pretty clear indications that something is about to change at your workplace.

Rumours about privatization and contracting out are always worth checking out.

Contact the Anti-Privatization Committee to get help completing their Privatization Early Response Model (or PERM) and also let your Local and MSO know about any warning signs you notice. Call 1-800-232-7284 for more information.

Starting early does make a difference. Contracting out is usually secretively planned by the employer so that it can be implemented quickly. Starting early in the fight against privatization/contracting out is critical.

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NEW LEADERS, SAME CHALLENGES With the memory of a turbulent past still fresh, AUPE will be closely monitoring the Alberta legislature in the new year.

Since Premier Jim Prentice took the helm of the PC Party and the government, the memory of Alison Redford’s disastrous term is slowly fading. However, Prentice’s throne speech, which opened the new legislative session in November, contained hints that some fresh challenges may lie ahead.

In the speech, Prentice vowed to keep government spending below the rate of inflation and population growth. This commitment raised questions about how government services would keep pace with growing demand, especially since the number of government employees has not risen in proportion to Alberta’s population and economy over the last ten years.

The speech also hinted the government may continue with plans to privatize public land title services, despite Prentice’s assertion during his leadership campaign that he was opposed to such a move.

The direction the Prentice government charts on health care and seniors care will also be important for AUPE members, especially employees of Alberta Health Services in bargaining in 2015.

Seniors care, another sector where many AUPE members work, continues to be one of the top concerns for Albertans in the midst of a booming seniors population and a severe shortage of seniors housing and care spaces.

While the spectre of Redford’s Bill 45, attacking fundamental workers’ rights, has been off the radar, it’s still on the books. It only has to be proclaimed into law to come into effect. Finally, while Bills 9 and 10, which threatened to drastically cut the pension benefits of 300,000 Albertans, are dead, the spectre of future attacks on publicsector pensions still hangs in the air.

“We will be watching closely when the new budget is introduced,” said AUPE 18 DIRECT IMPACT

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Executive Secretary-Treasurer Jason Heistad. “We will work hard to ensure that the government values and supports the important work of our members, Alberta’s working people who provide vital front-line services every day.”

The budget will likely be introduced in February.

The dynamics on the opposition side are also shifting. The Wildrose party has been losing the momentum it had gained during Redford’s reign, following its failure to gain ground in four fall by-elections and a spate of internal divisions and defections.

On Dec. 17, the failures culminated in nine Wildrose MLAs throwing in the towel and joining the PCs, including Danielle Smith.

The New Democratic Party also has a new leader in Rachel Notley, who took over the reins from long-time leader Brian Mason in October. Polls leading up to that vote showed the NDP gaining popularity, especially in Edmonton.

All these shifting dynamics are, of course, influenced by the looming prospect of the next provincial election.

The election must take place by the spring of 2016, but the Prentice government may decide to call an earlier election if they think their prospects for winning are good.

“Albertans are tired of election promises that politicians fail to uphold,” said Heistad. “Albertans value hard work, straight talk and keeping promises, and we will continue working to hold our politicians up to that same standard.” <

Disrespectful AHS GSS bargaining echoes past talks loaded with conflict To call them unsung heroes of health care is not hyperbole. The many contributions of the 24,000 members of the Alberta Health Services General Support Services team matters to the lives of all Albertans.

These women and men work hard cleaning and disinfecting emergency rooms; they organize and register sick people; they make sure our health facilities are secure; they stock our hospitals with the supplies needed to make you better; they sterilize surgical equipment; they make sure computer systems are running properly; they fix the bed you lie in while you recover and more. They support the entire health-care system and they are very important.

The problem is their employer doesn’t quite get it.

“In March 2014, the first AHS GSS collective agreement expired. The battle to get that first agreement was so heated it led to sudden job action.

It was that action that forced AHS to acknowledge just An unfair, how important the disrespectful AHS GSS team is offer like this and to agree to a fair does little settlement,” said AUPE to attract or Vice-President Erez retain the Raz. skilled staff That seems to needed to have been forgotten keep a quality

by Alberta Health system of care running Services. and that can “Current be dangerous. negotiations have AUPE VP been marred with Erez Raz the same disrespect as the last round of bargaining. And again there’s an overwhelming impression that the work AHS GSS members do is not valued by the employer,” said Raz. Negotiations reached an impasse last fall, which landed both parties

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24 years after job action, Local 006 members still waiting

GSS workers take to the streets of Calgary in March 2012 to voice their opposition to the AHS offer of 0%

in mediation in November 2014. A bargaining in bad faith complaint with the Alberta Labour Relations Board was also filed against AHS for its conduct throughout bargaining.

“What the employer displayed in mediation is a complete lack of respect for the jobs these Albertans do,” said Raz. Alberta Health Services offered its General Support Services employees major rollbacks to vacation scheduling, named holiday scheduling, overtime scheduling and major changes to hours of work, similar to rollbacks made by AHS in 2011-12 bargaining.

“On top of those concessions, AHS presented a monetary offer of just one per cent each year for three years,” said Raz. “This offer bucks other public-sector settlement trends, is two per cent lower than Alberta’s rate of inflation and is more than two per cent lower than year over year Alberta Average Weekly Earnings.

“It’s sent morale right down the tubes.

That’s not right.

“An unfair, disrespectful offer like this does little to attract or retain the skilled staff needed to keep a quality system of care running and that can be dangerous.

It’s the antithesis of good human resource strategy and it will be patients, unfortunately, who suffer,” said Raz. AUPE is committed to continue the bargaining process with Alberta Health Services as long as improvements to the collective agreement are made.

“What we won’t do is rush into a poor settlement,” said Raz. AUPE encourages members and the public to visit www.ahsgss.ca to send a letter of support for the AHS GSS to Alberta Health Services, the health minister, premier and opposition leaders. <

It’s been a sore point with Local 006 members for nearly a quarter century.

“We’ve been trying to have this issue dealt with since 1990,” said Melanie Metcalf, chair of Local 006, which represents provincial human services workers.

That was the year government human services workers — including those in child protection, persons with developmental disabilities, AISH, foster care and the office of the public guardian — went on strike to protest chronically overtaxing workloads.

“It wasn’t simply about working conditions,” Metcalf, a child protection worker, recalled. “It’s about ensuring our clients, some of the most vulnerable people in society, get the help and services they need in a timely fashion. If our caseloads are unrealistic and we are unable to keep up, it can potentially put the clients’ health, safety, and in some cases, their lives at risk.”

The government of the day agreed to look into setting workload standards, but in the following 24 years they were only ever established for child protection workers.

“No standards have even been set Some for any other human members services workers,” said have worked Metcalf. “And for child their entire protection workers careers the standards haven’t under these changed in two decades, conditions. even though the job has It’s a real testament changed radically.” to Local 006 The union has members’ prepared a complex resilience and policy grievance, but commitment Metcalf explained that to people in before filing it, AUPE their care. wanted to give the AUPE VP employer one final Carrie-Lynn chance to do the right Rusznak thing on its own.

AUPE has sent a letter to the government, proposing a committee of management and frontline workers, chaired by an independent third

party, to take six months and come up with binding recommendations to solve workload problems.

AUPE has given the government until Jan. 15 to respond or further measures will be taken.

Metcalf presented a position paper to then-human services minister Manmeet Bhullar in early 2014 explaining how much the job has changed.

“In the case of children and youth under the permanent guardianship of the Crown, their case manager has the legal authority of a parent…But even with constant change and increasing demands, the amount of time case file managers are allotted for each file has not changed since the mid-1990s. For example, case file managers are allotted 5.9 hours per month for each child under a Permanent Guardianship Order. That includes all contact with outside agencies, meetings with the client, work with the court system, accompanying the client to appointments and all report writing and record keeping.”

“It’s a remarkable and horrendous situation,” said AUPE Vice-President Carrie-Lynn Rusznak. “Some members have worked their entire careers under these conditions. It’s a real testament to Local 006 members’ resilience and commitment to the people in their care.” <

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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!

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Lab privatization fight continues On Oct. 17, Alberta Health Services announced Edmonton’s medical lab testing would be handed to Australia’s Sonic Healthcare Ltd., a private, for-profit corporation. Negotiations are currently underway for the $3-billion, 15-year contract, but pressure to reverse the decision is mounting.

The decision sparked outrage since it was undertaken without proper consultation with patients and health care professionals and it seemed oblivious to the previous failed privatization of hospital lab services in Edmonton.

In 1995, Capital Health privatized the labs at four Edmonton hospitals, but in 2006, lab services in both Edmonton and Calgary were returned to the private

There is huge public concern about repeating the failed history of lab privatization, and Albertans deserve answers.

AUPE VP Susan Slade

sector from the private, for-profit company Dynacare amidst concerns about slow results and lost samples.

On Oct. 24, then-unelected Health Minister Stephen Mandel faced a protest at his campaign office in the lead up to the by-election vote that saw him secure a seat as MLA for Edmonton-Whitemud.

However, Mandel was not present and did not respond to the protestors’ calls to learn from the failed history of lab privatization and reverse the decision.

Since the initial announcement of AHS’s intentions to contract out lab services over a year ago, AUPE has gathered more than 9,000 letters of protest from affected staff, patients and families.

The current move to contract out to Sonic is all the more mystifying since it comes at a time when AHS is bringing lab testing back in-house in the Medicine 20 DIRECT IMPACT

STOP! IT’S NEVER TOO LATE TO CORRECT A MISTAKE

Hat area, following the pattern of previous “contracting-in” decisions in Edmonton and Calgary.

AHS recently announced that lab testing in Medicine Hat, Brooks and Foremost, which has been operated by the private company Medicine Hat Diagnostic Lab (MHDL), would be transferred to the AHS-run Medicine Hat Regional Hospital

by March 2017. MHDL will also lose the contract for community collection of samples, but AHS has not yet determined who will provide that service.

For over a year, AUPE has made repeated requests to the highest levels of AHS for information explaining their rationale in undertaking lab privatization

in Edmonton, but AHS has not provided any information explaining the move.

AHS has also not provided definitive reassurance that they would not purse a similar decision in other communities including Grande Prairie and Red Deer.

“Awarding a $3-billion health care contract behind closed doors without debate or consultation isn’t the Alberta way of doing things,” said Vice-President Susan Slade. “There is huge public concern about repeating the failed history of lab privatization, and Albertans deserve answers.”

Visit www.keeplabspublic.ca to send a message urging Minister Mandel to stop the privatization of Edmonton labs. <

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

AUPE fights secrecy cloaking seniors funding It’s no secret that private-sector seniors home operators receive enormous amounts of public subsidies to run their businesses.

What is a closely guarded secret, however, is how they spend those taxpayer handouts.

Since 2012, AUPE has been trying to get a look at the audited financial disclosure documents operators must submit annually to Alberta Health Services. The union used the Freedom of Information and Protection of Privacy Act (FOIP) to request the documents from 15 operators whose employees it represents.

It seemed like a simple, sensible enough request. After all, many of these employers plead poverty at the bargaining table, but as far as AUPE officials know, they all get public funding to pay nursing staff at the same rate as Alberta Health Services. Since none of the employers are willing to open their books to the union, AUPE used FOIP to request their audited statements from AHS. After waiting several months, AUPE finally received the documents, but all the relevant information had been virtually blanked out.

The FOIP Act allows several exceptions from disclosing information. The two

exceptions claimed in this case are that revealing how much each operator spent on staffing would be harmful to the economic interests of a public body (AHS), and harmful to the business interests of a third party (the employers).

“Throughout this, we’ve maintained that disclosing this information is in the public interest. We’re talking about tens of millions in taxpayer funding, and Albertans have a right to know that it’s being spent on what it was meant for, and not funneled into other budget items or increasing shareholders’ profits,” explained Jim Selby, the AUPE research officer handling the case.

In January 2014, the file was handed over to AUPE’s lawyers, who appealed to the Office of the Privacy Commissioner.

In September, the OPC agreed with the union and gave the employers 50 days to hand over the complete, unedited documents to AUPE. But it wasn’t over. Three of the employers, Park Place Living, Shepherd’s Care Foundation and Extendicare all filed for a judicial review of the decision, asking a judge to overrule the commissioner.

That review was scheduled to be heard in mid-December.

Stay tuned. <

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AUPE members save on everything from fuel to fitness classes to financial products. www.aupe.org/discounts DIRECT IMPACT 21

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February’s Labour School aims to teach change-makers AUPE’s annual Labour School will take place Feb. 22-26, and organizers are looking forward to a week of learning and inspiration in the heart of the Rocky Mountains.

“Our theme this year is Be the Change,” said Glen Scott, chair of the Membership Services Committee. “Our union is leading the way in engaging members and Albertans on political issues, and this Labour School is about giving our activists the tools they need to go out, talk to people about the issues, and get involved.”

“We’re very pleased to have Jenny Ahn from Unifor as our guest speaker this year,” said Lynn Gough, Union Representative in Education. “Unifor was very involved in the last Ontario provincial election, and we’re looking forward to hearing about her experiences.”

In Ontario, Unifor made a list of the top member issues and actively canvassed the parties for information on how they would deal with them, publishing the results for members to see. Voter turnout was also significantly higher, in part due to Unifor’s mobilizing efforts.

CRA reviewing your union dues?

DON’T PANIC Every year, some AUPE members receive letters from the Canada Revenue Agency reviewing the union dues they claimed on their income tax return. This year, AUPE is receiving a greater number of calls about this letter, and here are some tips for completing the review quickly and efficiently.

AUPE spoke to a representative of the Canada Revenue Agency, who confirmed that these letters are simply part of the normal review process for anyone who submits their tax returns electronically. However, CRA has no 22 DIRECT IMPACT

“We’re also happy to expand the musical workshop we had for a few classes at last year’s Labour School to all classes this year,” said Gough.

Edmonton singer/songwriter Braden Gates and University of Massachusetts Professor of Sociology and labour historian Tom Juravich will work with each Labour School class to write a song about what they are learning.

The workshop will give participants a chance to be creative and think outside the box when it comes to engagement, mobilization, and labour history.

“A lot of labour history is recorded in song, and music is one of the ways we can engage people and encourage them to think about the issues,” said Gough.

“We’re lucky to have such talented and informative facilitators as Braden and Tom working with our Labour School classes.”

This year, Labour School takes place at Jasper Park Lodge. Due to capacity limitations, there were only 200 student spaces available; almost 350 applications were received. For the next three years,

way to differentiate between citizens with different union situations from the information they receive. As a result, the letters are sent out to a sample of everyone who has claimed union dues on their tax return.

Members of trade unions pay union dues and membership fees on an individual basis directly to their union.

AUPE members do not; their union dues are deducted and remitted to the union by their employer(s). The information the CRA requires for the review applies specifically to people in the first situation.

However, you cannot ignore the letter just because you do not pay your dues to AUPE directly. Members should call the information phone number indicated on the letter to inform CRA of their union situation. <

Labour School will take place at the Banff Centre, which has a larger class capacity.

“We are looking forward to being able to offer Labour School education to more AUPE members through 2018,” said Scott.

“An educated, mobilized membership is the best way to bring change to our worksites, communities, and province.” <

Labour School 2016 Registration To register for Labour School 2016, request and complete the application form and forward it to your Chapter or Local Chair by the September deadline.

AUPE course prerequisites must be attained by the end of September.

What to tell the tax man When contacting the CRA simply inform the agent of the following: “AUPE is not a trade union. I do not submit my dues directly to AUPE and I have no other associated union fees. My employer is the sole entity that deducts dues from my earnings and submits them to AUPE.” This should be all the information that CRA requires for you to successfully complete the review process. However, if there are further questions, please call AUPE’s Member Resource Centre for more information at 1-800-232-7284.

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AUPE Headquarters back in business And with that, 239 days after AUPE staff arrived at work to find the parkade quickly filling with water, AUPE headquarters is back in operation. Well, almost.

On Oct. 21, the new elevator was certified as ready for passengers, and headquarters once again became the hub of union activity for our members and staff.

“It was a long road to recover from the flood,” said Executive SecretaryTreasurer Jason Heistad. “We want to thank all the members for their patience and understanding as we worked to get headquarters back in operation.

“We all need to especially thank AUPE staff member Gordon Ford, our Building Maintenance Coordinator. Gord kept on top of everything, working countless hours and extra days to make sure that the schedule was kept and we knew exactly what was going on. Without Gord, I think it’s safe to say that headquarters would still be closed to members today.”

On Feb. 25, a water line underneath AUPE headquarters ruptured, causing the parkade floor to buckle and flood with four feet of water. Damage to all systems was extensive, and repairs included new water, sewer, power, electrical and communications lines, demolition and replacement of the parkade floor, repaving of the parking lots, and a new elevator interior and mechanism. These repairs are now complete, to the relief of both members and headquarters staff.

“There is a little bit of landscaping to do in the spring, and the parkade is still not open for staff parking as we continue to rebuild storage rooms and interior walls,” said Heistad, “but those are the last pieces that remain before the flood is a distant memory. The upgrades we have done to the infrastructure at headquarters also mean that our building, like our union, is stronger than ever. Thank you to all the members who stood with us and supported us as repairs proceeded. And please, come check out the new elevator!” <

AUPE CONVENTION 2014 AUPE’s 2014 Convention took place on Oct. 16-18 at the Shaw Conference Centre in downtown Edmonton. This Convention focused on Constitutional resolutions, and delegates came to the floor ready to debate and discuss. In addition, the leaders of the three Opposition parties in the Legislature participated in a debate, answering questions that came out of the summer’s Alberta Way campaign.

1,116 839

The total Convention attendance (including delegates, observers, Life Members, guests, staff, and media).

25

Resolutions brought to the floor during Convention.

Registered delegates in attendance.

3

Political leaders in the Forum.

Brian Mason, NDP Danielle Smith, Wildrose Raj Sherman, Liberals

5

Life Members honoured.

New Life Members: Maureen Braun, Local 006 Barry Madsen, Local 071 Julia Mayes, Local 002 Lori Nemirsky, Local 020 Karen Sputek, Local 118

11

Questions posed to political leaders during the Forum.

New AUPE office for Medicine Hat MEDICINE HAT

In an effort to better support our members, AUPE is opening a new Regional Office in Medicine Hat in the spring of 2015.

Currently, most of southern Alberta is serviced out of the Calgary and Lethbridge offices. This can make it difficult for members in the southeastern part of the province to meet with their MSO. As well, MSOs have to do a lot of travel to meet with members, which reduces their time in the office to deal with member concerns.

The Medicine Hat office will help to alleviate these issues. The office will have two full-time Membership Services Officers as well as a part-time secretary.

LETHBRIDGE

Medicine Hat Servicing Area

In addition to staff office space, there will also be meeting space available for Local and Chapter meetings.

The Medicine Hat office will service the area from Taber east to the Saskatchewan border, and from Hanna and Oyen south to the United States border. A new servicing map will be published once the office opens. < DIRECT IMPACT 23

Labour Relations Briefs AUGUST 25 - DECEMBER 1, 2014

Villa Marie seniors facility in Red Deer following a worksite vote on Oct. 7.

Covenant Care was respectful of the employees’ right to join a union, allowing organizers to come into the facility to speak to the staff. As negotiations begin for a first collective agreement, all parties are hopeful that the positive relationship will continue.

Local 048/027

Local 048/025

Green Acres Piyami Lodge: Staff join AUPE

Bethany Sylvan Lake: Nursing staff join AUPE

Staff at Green Acres Piyami Lodge voted to join AUPE on Oct. 15. The approximately 65 new members include Licensed Practical Nurses, Health Care Aides, recreational employees and maintenance and housekeeping staff The staff joined a union because they were tired of working short and wanted the union’s help on health and safety issues and language around sick days and personal days.

Piyami Lodge is located in Picture Butte, a small town approximately 30 kilometres north of Lethbridge. The 32room facility offers independent living for seniors.

Approximately 80 nursing staff at the Bethany Care Society seniors’ community in Sylvan Lake joined AUPE on Sept. 8 following a worksite vote.

The new members join approximately 900 Bethany staff at the five other continuing care centres operated by the society in central and southern Alberta. Bargaining for new collective agreements at the other sites began in June, and the staff at Sylvan Lake join those negotiations for a standardized agreement.

Bethany Sylvan Lake provides services for people with complex health needs in a continuing care centre in Sylvan Lake, approximately 20 km west of Red Deer.

Local 071/009

Northern Lakes College: Agreement ratified

Northern Lakes College support staff ratified a new collective agreement on Oct. 28. The agreement was reached after three days of bargaining and two days of mediation.

The three-year agreement, which expires on June 30, 2017, includes salary increases of 2 per cent, 2.25 per cent, and 2.5 per cent successively, increases to weekend and shift differentials, and improvements to vacation entitlement.

AUPE represents over 100 support staff at Northern Lakes College, which has more than 25 campuses across northern Alberta.

Local 040/003

Covenant Care Villa Marie: Staff join AUPE

AUPE welcomed approximately 100 new members from Covenant Care’s 24 DIRECT IMPACT

Local 071/005

Medicine Hat College: Agreement ratified

Members at Medicine Hat College ratified a new collective agreement on Oct. 24.

The four-year agreement, which expires June 30, 2017, follows the pattern of settlement in the postsecondary sector, which has modeled the agreement reached in early 2014 between AUPE and the Government of Alberta.

AUPE represents over 160 support staff at the college.

Local 047/013

Canterbury Foundation: Agreement ratified

Members at the Canterbury Foundation ratified their first collective agreement on Oct. 8.

The staff at the facility joined AUPE in late 2013. The push to join a union

came after employees were unhappy with arbitrary hours changes and many new management processes. The new agreement sets the foundation for a better relationship between the staff and the employer.

AUPE represents over 160 members with the Canterbury Foundation, which runs three seniors facilities in Edmonton.

Local 118/013

Travel Alberta: Agreement ratified

Members at Travel Alberta ratified a new collective agreement on Sept. 18.

The three-year agreement, which expires March 31, 2017, closely resembles the deal reached with the Government of Alberta. It includes wage increases of two per cent, 2.25 per cent, and 2.5 per cent over the three years of the contract, improvements to vacation, and improvements to benefits.

AUPE represents over 150 members who work for Travel Alberta in Edmonton.

Local 050

AGLC: Agreement ratified

Members at the Alberta Gaming and Liquor Commission ratified a new agreement Sept. 4 following a mail-in ballot.

The tentative agreement was reached Aug. 7 with the help of a mediator, and closely resembles the deal reached with the Government of Alberta, with Christmas closure, changes to special leave (personal days), improvements to vacation, a lump sum of $1,850 in the first year, and wage increases of two per cent, 2.25 per cent, and 2.5 per cent in the remaining three years of the four-year contract.

Local 050 represents over 600 members across the province.

Local 053

University of Lethbridge: Application for mediation

AUPE applied for third-party mediation with the University of Lethbridge on

Shepherd’s Care Rally Residents joined staff last fall in a series of rallies to protest the Shepherd’s Care Foundation’s decision to contract out all support staff jobs at its five Edmonton seniors homes.

Sept. 15 after bargaining failed to reach an agreement on monetary issues.

The collective agreement between the U of L and its support staff expired June 30, 2014. AUPE proposed a contract in line with settlements reached in 2014 at other postsecondary institutions. The employer would not consider it, although their government operating grants are consistent and the U of L posted a $3.1 million operating surplus in 2013.

AUPE represents 470 support staff at the University of Lethbridge.

Local 020 ATB Financial: Application for mediation

The employer filed for mediation on Oct. 2 after conducting a review of both proposals and determining that the parties were too far apart.

Bargaining began Sept. 3 and measurable progress had been made,

but a tentative agreement remained out of reach.

AUPE represents over 1,500 staff at ATB Financial branches around the province.

Local 053 University of Lethbridge: Agreement ratified

The Board of Governors at the University of Lethbridge ratified a twoyear collective agreement with support staff that reflects earlier settlements in the post-secondary sector.

The agreement was reached with the assistance of third-party mediator after the two sides were unable to reach a settlement on some key issues.

The contract runs until June 30, 2016.

In the first year, the employees will receive a two-per-cent wage increase and a $550 lump sum payment (prorated for part-time employees).

In the second, they will receive a 2.25-per-cent wage increase.

The new collective agreement also includes improvements to benefits and provides job security language for all current employees.

AUPE Local 053 represents approximately 470 support staff at the university.

Local 071/001 Lethbridge College: Application for arbitration

The bargaining team for Lethbridge College applied for arbitration on Sept.

3 after mediation with the employer lasted less than one day.

The employer refused to move from their position of wage freezes, despite the best efforts of the mediator.

Arbitration is expected to begin shortly.

Lethbridge College offers postsecondary education and trades training in southern Alberta. AUPE represents over 300 support staff at the college.

DIRECT IMPACT 25

Labour News

FOCUS FOCUS ON AUPE AUPE ON

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4 1 President Guy Smith introduces then-NDP leader Brian Mason, Liberal leader Raj Sherman and Wildrose leader Danielle Smith at AUPE’s 2014 Convention in October, where they answered questions based on those gathered during the Alberta Way’s summer campaign.

2 The Camrose Area Council held its Christmas party on Nov. 23, where kids made edible candy crafts.

3 Members, supporters, and AUPE’s executive rallied outside Bethany CollegeSide in Red Deer on Oct. 29 against rollbacks proposed by the employer during bargaining. Rallies have taken place at many AUPErepresented Bethany Care Society facilities across southern Alberta in support of a fair and market-driven collective agreement.

4 Tanya Hollock of Local 058 presents a cheque for $2351.22 to Heaven Can Wait Animal Rescue in High River. The money was raised at the Local’s 2014 Convention hospitality suite.

5 AUPE Local 009 chair, Penny Bates (at mic) and Michener employee,

5 26 DIRECT IMPACT

Jenna Baynes, address the crowd during the celebration for Michener Centre in Red Deer. The event, organized by AUPE Local 009, recognized the efforts of the many involved in the successful 18-month Keep Michener Open campaign.

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