A tentative agreement has been reached in bargaining a new collective agreement between members of Local 047/Chapter 020 and Salvation Army Grace Manor.
Your negotiations team met with the employer’s representatives from Jan. 20 to 23 to begin bargaining. We were able to conclude negotiations in that time.
Highlights of the three-year tentative agreement include:
• Oct. 1, 2019 – 0% wage increase;
• Oct. 1, 2020 – 0% wage increase; and
• Oct. 1, 2021 – 3% wage increase.
The employer's monetary proposals reflected the fact that its funding from Alberta Health Services (AHS) has been cut, effective January 1, 2020.
The employer and AUPE shared concerns about the impact funding cuts will have on seniors in continuing care and on the workers who care for them.
Your negotiations team commends the employer for its transparency about its financial position. We believe we were able to reach a fair collective agreement in light of the difficult current context of health-care funding cuts.
Other highlights of the tentative agreement include:
• Addition of new classification for Red Seal Cook ($1 premium);
• Addition of 5th step for Prep Cook and Lead Cook;
• Moved Educational amount ($0.40/hr) onto the salary grid for HCAs and Recreation Assistants;
• Over time (OT) after regular hours of work for full-time employees as defined in hours of work (7.75 hrs/day or 38.75 hrs/week). Current language is after 8 hrs/day or 44 hrs/week;
• Weekend premium increased by $0.25/hr ($2.75) effective Oct. 1, 2019 and an additional $0.25/hr ($3.00) effective Oct. 1, 2020;
• Retroactive pay to October 1, 2019, for increased classifications and weekend premium for all eligible (current and previous);
• Addition of 2 days bereavement leave for uncle, aunt, niece, nephew, in addition to existing 5 days for immediate family. Bereavement leave may be taken either following the death or funeral/memorial service (current language is only following the date of death);
• 10 days paid domestic-violence leave;
• 1 day paid leave to attend citizenship ceremony;
• Renewal of severance in the event of layoffs (current language expired in 2017);
• Health Spending Account increased by $100 ($500 total) and amended to include part-time employees prorated by FTE (regardless of eligibility in extended health benefit plan, for which the minimum is 25 hrs/week regular hours);
• Amendments to Occupational Health and Safety (OHS) including right to refuse dangerous work and a process to track and respond to workplace violence/harassment; and
• Letter of Commitment (not contained in Collective Bargaining Agreement) that the employer will adopt the union proposed Workload Appeal Process as employer policy within 45 days of ratification and provide the necessary communication and training to all staff.
You can read the full Memorandum of Agreement here
You will be able to vote on the tentative agreement on Monday. Feb. 10. Voting will take place at the worksite, in the Harvest Room, between 2:30 p.m. and 4 p.m. Your negotiations committee will be there from 8:30 a.m. to 4 p.m. to answer any questions you have.
Salvation Army Grace Manor Bargaining Team Members:
Valentine Daniels, 780-200-2950, valendaniels@yahoo.com
Kimberly Martin, 780-716-4565, kl.martin@live.ca
Ava Drummond, 780-999-4582, avaedrummond@hotmail.com
AUPE Resource Staff:
Merryn Edwards, Spokesperson, m.edwards@aupe.org
Farris Sobhani, Organizer, f.sobhani@aupe.org
Alexander Delorme, Communications, a.delorme@aupe.org
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