Collective Bargaining AUPE and the GOA

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1 Collective Bargaining 2013 AUPE and the GOA

2 Bargaining in a Difficult Environment The 2013 budget established government direction for bargaining. Employer mandate is inconsistent with the needs of our members. Employer is unwilling to deal with Collective Agreement rights issues. The Parties have reached an impasse on many issues and have applied for the assistance of a mediator.

3 Bargaining to Date Meeting dates with the GOA Bargaining Committee: March 12, 19, 20, and 21 April 2, 3, 4, 17, 18, 19, and 30 May 1 and 2 The parties have made some progress on a number of small items and have signed off articles not opened by either side All items contained in the in-going proposals of both parties have been talked about, but there has been little movement toward settlement

4 Outstanding Union Proposals Non- Monetary Time off for Union business Acting incumbency Improved language for layoff and recall, and position abolishment Changes to the grievance procedure Two-year term for the agreement New articles Harassment and Discrimination Job Classification Selection and Appointment

5 Outstanding Union Proposals - Monetary Overtime Shift and Weekend Premiums Health Plan Benefits Vacation Leave Special Leave Protective Clothing (i.e. shoe and boot allowance) Legal Indemnification General salary increases of 3% per year Pay Grade Adjustments Pension Move the cost of the unfunded liability to the Employer Remove the cost of Combined Pensionable Service from PSPP

6 Employer Proposals May 2 Based on all outstanding items reverting to current language and the Union withdrawing all new language proposals, the Employer proposes:

7 Employer Proposals May 2 Article 37 Annual Vacation Reduction to five (5) days maximum accrual for newly hired employees in their first year Currently one (1) day per month Changes to reflect vacation banks can be utilized as they are earned Currently held to the following year Move to accrue 20 days vacation after five (5) years service Move to accrue 25 days vacation after thirteen (13) years service

8 Employer Proposals May 2 Article 38 Special Leave Amended to eliminate: Administration of estate Moving household effects Disaster conditions Write exams Attend funeral as pall-bearer Present at birth or adoption Canadian citizenship hearing Replace with two personal leave days

9 Employer Proposals May 2 New LOU on Paid Leave Christmas closure 2013 for four days (Dec. 23, 24, 30, 31) 2014 for three days (Dec. 29, 30, 31) 2015 for three days (Dec. 29, 30, 31) 2016 for two days (Dec. 29, 30) Article 47 Term of Agreement Four year agreement expiring Mar. 31, 2017

10 Employer Proposals May 2 General salary increase for all employees Apr. 1, % Apr. 1, % Apr. 1, % Apr. 1, %

11 Effects of Proposed Changes Changes do little to help you maintain your current standard of living, or deal with future rising costs GOA employees are behind provincial wage growth and inflation

12 Effects of Proposed Changes AWE % Increase Avg. Hourly % Increase 2008 $ $ $ % $ % 2010 $ % $ % 2011 $ % $ % 2012 $ % $ % 3 yr total 12.5% 7.6%

13 Effects of Proposed Changes Consumer Price Index Inflation Rate Real GDP $254,149.7 % Growth $242, % $252, % $266, % $276, % 3 yr total 4.6% 13.6%

14 Economic Forecasts Alberta Budget 2013 GDP Inflation Wages % 1.8% 3.5% % 1.8% 3.3% % 1.8% 3.4% Conference Board of Canada GDP Inflation Wages % 1.8% % 2.2% RBC Economy GDP Inflation Wages % 1.6% % 1.7%

15 What Does Mediation Mean? Under PSERA Section 28, either party can apply to the Labour Board for the assistance of a mediator. The mediator will: Hear presentations from both the Union and the Employer. Work with the parties to resolve their dispute. Report to the Labour Board if the parties have resolved their dispute.

16 What Does Mediation Mean? Generally, mediation has one of three results: A collective agreement is reached. A recommendation for settlement is written. The Labour Board is advised that the parties are still in dispute.

17 Case Three: Dispute Continues PSERA Section 29 provides binding arbitration as the only means to resolve the dispute. PSERA Section 70 removes your right to strike (legally) as a means of achieving a satisfactory settlement. 70(1) No person or trade union shall cause or attempt to cause a strike by the persons to whom this Act applies. This does not prevent you from taking other forms of action to show your support for your bargaining team.

18 Member Support Required! Member support is essential in every round of bargaining, and at every stage. Support can be demonstrated in many ways: Attending town hall meetings Blue Thursday campaign Staying informed and sharing information on breaks Letter writing or meeting with your MLA Attending organized rallies Participate in information pickets

19 How to Stay Informed Regular communication with your local/chapter representatives Sharing home addresses for fanning out bargaining information Reading information on the AUPE website

20 Remember If we are to be successful in achieving the changes you deserve, we need to move forward strong and united. We are stronger when we work together!

21 Questions?