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In 1919, the Civil Service Association of Alberta, AUPE's predecessor, was founded, representing provincial government workers. Alternatively, a PDF of the full agreement is available here . In the spring of 1993, Foothills Hospital workers in Calgary accepted a "small temporary rollback" to keep laundry, dietary and housekeeping jobs in-house in return for 15 months of job security. See legislation relevant to your employment at the university. In addition to the pay, job security and other benefits set out in AUPE’s collective agreements, this union is ready to represent you in every way. Collective Agreements and Chapter information are all available on Local pages. Public sentiment at the time was that public debt was a major problem, leading many Albertans to accept financial cuts in public sector compensation. While membership continued to decline for the first couple of years of the decade, the basic conditions were finally reversed. AUPE organized aggressively to make up for membership losses in the government, but bargaining became harder than ever and gains were marginal. In 2014, AUPE has 13 permanent committees: The current executive was selected by majority vote by delegates at the 41st Annual AUPE Convention, held in Edmonton, October 19–21, 2017. The fine would continue to rise at a rate of $500,000 per day until workers returned to their jobs. When an effective bargaining relationship is established with an employer, both employees and employers benefit. AUPE's inception took place in 1976, the same year that Canadian Prime Minister Pierre Elliot Trudeau announced wage and price controls with an Anti-Inflation Board, making it illegal for employers to negotiate pay increases above a certain guideline. Membership fell to about 35,000 in 1995. If you are considering a contractor to perform work within the scope of the AUPE bargaining unit, the university must consult with the AUPE. Pay and Social Equity Committee, which educates members on and lobbies for pay equity. [10] In the meantime, the province enacted a contingency plan that included enlisting RCMP officers from Alberta and out of province to work as temporary guards, a plan that cost the province roughly $1.2 million a day. Sheriffs were joined by Probation Officers, Social Workers and Court Clerks as they marched outside Courthouses located in Edmonton and Calgary. First-contract binding arbitration to help newly unionized workplaces get a first collective agreement. Pension Committee, which concerns itself with issues pertaining to members' pensions. Other successes followed, and even though AUPE faced fines and dues suspensions for its actions in defense of its members, its financial situation began to improve. By creating an account, you agree to AUPE’s Privacy & Legal Statement and Terms of use. As cutbacks continued through 1988, membership dipped further and revenues sagged. The government took advantage of AUPE's weakened condition, opening bargaining in 1994 by announcing across-the-board cutbacks of five percent in the government service, plus boards and agencies that depended on government for funding. The government backed down. In 1996, AUPE's fightback began to bear fruit. For Labour Relations inquiries, contact your HR Advisor. Occupational Health and Safety Committee, which promotes occupational health and safety among members. He had joined AUPE in 1989, when he began working for the Government. He was replaced by Doug Knight, who was elected in a by-election at the October 2006 AUPE annual convention. The Subsidiary Agreements provide additional details that are specific to certain employee groups. Hard times hit Alberta in 1983 and the government began to cut jobs. It details the terms and conditions of employment agreed to by the parties and lasts for the agreed upon duration of the collective agreement. (Bill) Broad, the last president of the CSA, was chosen as the first president of the new union at its founding convention held November 18–20, 1976, at the Chateau Lacombe Hotel in Edmonton. Vice-presidents receive time off with pay as required to fulfill their duties. The CSA held its first annual convention in February 1921 at a total cost of $202.65. Instead, Lougheed's government passed the most restrictive labour legislation in Canada, which included compulsory arbitration designed to favour employers. This unrest culminated on October 1, 1974, when 12,500 direct government employees walked off the job for two days because the government had arbitrarily imposed a pay increase six days before bargaining was due to commence. Manuals; Form Type. This rate may only be amended by a two-thirds vote of the delegates at the annual convention. Your union steward is your first line of defense if you ever have a problem related to your employment. TERM OF COLLECTIVE AGREEMENT 2.01 Unless otherwise specified herein, amendments made to this Collective Agreement by Alberta Health Servic es and the Alberta Union of Provincial Employees, will be in force and effect from the date upon which the Alberta Union of Provincial [4] The centre had only been in use for two weeks; it received its first inmates on April 12, 2013,[5] even though the AUPE - which represents the Correctional Officers - submitted a five-page list of deficiencies on April 11, 2013.[6]. As of 2014, AUPE has 33 locals and administers more than 120 separate collective agreements. They chose a Public Works employee, W.T. Women's Committee, which promotes education of members and the public on issues of equality and discrimination as they pertain to women. While the CSA had grown enormously in size and vitality by the late 1970s, surpassing 30,000 members, its leaders recognized the need for legal recognition as a full-fledged union. [8] However, many of the cases were simply cancelled due to the staffing shortages. Each member pays 1.25% of their base salary to AUPE in the form of tax-deductible union dues (dues are not paid on overtime or premium payments). Collective agreements are the legally binding contracts between a group of workers (the union) and an employer, outlining the benefits agreed upon by both parties during the bargaining periods. As a result, AUPE received broad support for its campaign objectives from other groups, including some that have disagreed with AUPE on other issues. At its annual convention in 2006, delegates voted to formally disaffiliate AUPE from NUPGE, and by association the Canadian Labour Congress and the Alberta Federation of Labour. In March 1998, members at the University of Alberta Hospital and Glenrose Hospital in Edmonton walked off the job for six hours — enough to win a settlement.

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