Aupe Staff Collective Agreement

Between 1997 and 2006, the AUPE was rebuilt. While membership continued to decline in the early years of the decade, the framework conditions were finally reversed. A booming economy, facing a labour shortage, has improved the climate of organization and negotiation. AUPE has folded its collective muscles into illegal but effective work operations and has begun to gather an unprecedented number of new members through mergers and organization. In March 2003, AUPE suffered another setback with the introduction by the Alberta government of Bill 27, the Regional Health Authorities Restructuring Act, which imposed the merger of tariff units for health regions. AUPE officers and staff were mobilized to deal with “by-elections” in a number of regions, and when the dust subsided, AUPE won them all and added about 7,000 new members. Until the 28th annual meeting in 2004, total membership was more than 58,000. AUPE was in good health as it prepared to negotiate this year at more than 30 tables for more than 40,000 members. At the end of 2005, the number of AUPE members exceeded 62,000. Union members can often easily solve problems in the workplace.

However, if a problem proves more difficult, the steward has the option of obtaining an AUPE Membership Services Officer to help manage the situation. AUPE`s collective agreements contain concrete measures to file a formal complaint. Depending on the nature of the appeal and your staff status, the final step is an arbitration procedure before an arbitrator or a chamber. In this case, both parties to the dispute are heard by a third party and the decision is binding on the Union and management. AUPE is funded by all members who benefit from the benefits of a collective agreement and union representation. Each member pays 1.25% of their base salary to AUPE in the form of tax-deductible union levies (fees are not paid for overtime or bonuses). This sentence can only be changed by a two-thirds majority of delegates at the annual meeting. The democratically elected delegates sent to the Convention determine how AUPE money is spent.

Between agreements, the State Committee controls expenses and financial statements are available to all members for on-demand verification. AUPE invited Albertans to sign letters to their members of the Legislature saying they wanted legislation to pass new laws guaranteeing the right of all workers to fair and complete collective bargaining. The government took advantage of the weakened state of the AUPE and opened negotiations in 1994 by announcing 5% flat-rate cuts to the public service, as well as government-dependent boards and agencies for funding. After a long campaign, AUPE ratified agreements with reductions of around 2.3 per cent, with the remainder concluded on days off and on public holidays. Among the CSA`s historical milestones are pensions in 1923. Group life insurance 1934. Fee control in 1947. Mileage quotas in 1948. A 40-hour week in 1955. Four weeks of vacation after 24 years in 1956. A classification procedure in 1957.

The first CSA agreement with a board of directors in 1958 for Branch 23 at the University of Alberta Hospital. Half of the sick premiums were taken care of by the employer in 1967. New legislation, which the CSA recognized in 1968 as the sole bargaining partner for Crown staff, as well as for some boards of directors and agencies. Collective agreements are legally binding contracts between a group of workers (the union) and an employer, which outline the benefits agreed by both parties during bargaining periods.